Forman Mills: Hiring, Background Check & Employment Verification FAQs

According to its About Us page, Forman Mills began in 1977, when Rick Forman started selling t-shirts, sweatshirts, and sportswear at flea markets on weekends with an $80 loan from his father. In 1981 he opened the first Forman Mills Clothing store on Frankford Avenue in Philadelphia, and in 1985 the first warehouse-style superstore opened in South Philadelphia. The company says it grew between 1989 and 2007 into a chain of big box, warehouse-style stores, and the page names Philadelphia, New Jersey, Delaware, Maryland, Michigan, New York, Massachusetts, Indiana, Illinois, Wisconsin, and Ohio among the communities it served in that period.

The About Us page lists a corporate address in Cinnaminson, New Jersey. WHYY reported in 2023 that Shoppers World, a New York City retailer owned by the Dushey family, was acquiring Forman Mills and said it expected to continue operating all Forman Mills locations. WHYY also reported that Goode Partners, a private equity firm, bought the business in 2016.

Forman Mills' website promotes up to 80 percent off department store prices every day, a claim that comes from the company itself, and its product categories include ladies, men's, kids, home, shoes, and team gear. The careers page calls Forman Mills one of America's fastest growing regional retail companies, again the company's own description, and says employment opportunities are available at the store, distribution center, and corporate levels.

Company culture and employee programs:

Forman Mills' careers page says it offers immediate merchandise discounts, a great starting rate, comprehensive benefits, a 401(k) with company match, and career development opportunities. Those are the company's own descriptions and may vary by role, location, and full-time or part-time status, so candidates should confirm specifics during the hiring process. Store employees typically work in team-oriented, customer-facing environments that may include stocking, cashier, and sales floor duties.

Yes. Employers in the off-price retail industry, including Forman Mills, are legally permitted to conduct pre-employment background checks, provided they follow the Fair Credit Reporting Act (FCRA) and applicable state and local laws. Forman Mills operates stores in several states, so the rules that apply may differ by store location.

Forman Mills is generally reported to conduct background checks as part of its hiring process, though the exact checks may vary by role and location. This fits retail practice, where employees may handle cash, merchandise, and customer information. Forman Mills does not publish a screening policy on its careers page, so candidates should review the consent forms provided during hiring.

The Forman Mills hiring process typically begins with an online application through the company's job portal, which the Careers page links to as All Positions. The careers page also offers an easy sign-in with a Microsoft or Google account. Selected candidates generally interview with a store or hiring manager, and candidates who receive a conditional offer are usually asked to consent to a background check and any other pre-employment requirements before starting.

A Forman Mills background check often comes back within a few business days, though the time varies by the searches ordered. Turnaround depends on the searches ordered, how quickly courts and agencies respond, and how many places a candidate has lived or worked. Searches that cover several counties or states, or that require contacting past employers, can take longer than a single-county search. Candidates who want more detail on typical timelines can review background check turnaround times.

The employer decides which searches to run. For a retail role at Forman Mills, a background check may include some or all of the following:

Candidates should review any disclosure and consent forms provided during the hiring process to understand which searches will be conducted for their specific role.

Forman Mills does not describe a drug testing policy on its careers page, so candidates should ask when they apply. Some retail and distribution employers may require drug screening for certain positions, especially those involving vehicles or equipment, but requirements vary by company, role, and state. Candidates should read any disclosure and consent paperwork provided during hiring.

The lookback period for a background check depends on the type of search and the laws of the state or country where the candidate lives or worked. In the United States, the FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with certain exceptions for higher-salary positions and specific record types such as convictions. Some states have stricter limits. Candidates with records in multiple jurisdictions may see different lookback windows applied to different searches within the same report.

Forman Mills does not publish a detailed policy on hiring people with felony records, and decisions are typically made case by case. Factors that may matter include the type of offense, how long ago it occurred, and the duties of the specific role, such as handling cash or working in a distribution center. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. Candidates should answer applications honestly and be ready to discuss their background.

Candidates will typically be asked for written consent before a background check begins, usually through a disclosure form provided during the hiring process. Applicants should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history, because accurate details help searches run in the right places and avoid delays. Because Forman Mills stores sit in several states, any additional state-specific forms may be included with the consent paperwork.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. Under the FCRA, employers must obtain written consent before running a background check, provide a copy of the report and a summary of rights if they intend to take adverse action based on the results, and allow the candidate an opportunity to dispute inaccurate information before a final decision is made. For a detailed overview of how the FCRA applies to background checks, visit Fair Credit Reporting Act (FCRA).

Forman Mills says it has employment opportunities at the store, distribution center, and corporate levels. The careers page links to a job portal that lists all positions, so available titles change over time. Store jobs typically involve customer service, cash handling, and merchandise stocking, while distribution center and corporate roles have their own requirements, which are usually listed in each posting.

You apply through the job portal linked from the Forman Mills Careers page, which lists all positions and offers a quick sign-in with a Microsoft or Google account. Candidates should have an updated resume or work history ready. After applying, candidates are typically contacted for an interview, and any background check follows a conditional offer.

Running a personal background check with Checkr lets you preview what Forman Mills may see and help you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.