General Motors: Hiring, Background Check & Employment Verification FAQs

General Motors was founded on September 16, 1908, by William C. Durant in Flint, Michigan, initially as a holding company for the Buick Motor Car Company. Durant quickly expanded GM's portfolio, acquiring Oldsmobile later that same year, followed by Cadillac, Oakland (later renamed Pontiac), and the predecessor companies to GMC Truck within GM's first few years. Durant lost control of the company in 1910 amid mounting debt from acquisitions, but regained control in 1916 after secretly building a controlling stake through Chevrolet Motor Company, which he had co-founded with Louis Chevrolet after being ousted from GM.

GM grew throughout the 20th century to become the world's largest automaker by production and sales volume for decades, expanding internationally with acquisitions including Vauxhall in England, a majority stake in Germany's Opel, and Australia's Holden. The company filed for Chapter 11 bankruptcy on June 8, 2009, amid the broader financial crisis and auto industry downturn, emerging from a government-backed reorganization on July 10, 2009, as General Motors Company. GM is headquartered in Detroit, Michigan, and trades on the New York Stock Exchange under the ticker symbol GM.

Today, General Motors operates manufacturing and assembly facilities across dozens of countries, employing hundreds of thousands of people worldwide and generating well over $180 billion in annual revenue. GM's workforce spans assembly line and production employees at its manufacturing plants, engineers and designers, corporate and administrative staff, and dealership and sales support personnel. Given the scale of its manufacturing operations, safety and quality control are significant considerations across much of GM's production workforce.

Company culture and employee programs: General Motors has a long history of union representation for its manufacturing workforce, with the United Auto Workers (UAW) representing many hourly production employees in the United States, and contract negotiations periodically shaping company operations and labor relations. GM has increasingly emphasized electric vehicle development and manufacturing as part of its long-term strategy. Benefits, training, and advancement opportunities can vary by role and facility, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the automotive manufacturing industry, including General Motors, are legally permitted to conduct pre-employment background checks on job candidates, provided they comply with applicable federal, state, and local laws. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

General Motors is generally reported to conduct background checks as part of its hiring process, which is standard for large manufacturing employers, particularly for production roles involving heavy equipment and machinery operation.

The hiring process for manufacturing and assembly roles at General Motors typically includes an application, an interview with a hiring manager, and a background check prior to a final offer. Plant roles may also involve a safety orientation or physical assessment given the manufacturing environment.

Background check timelines can vary based on the type of screening requested and how quickly records can be verified. Learn more about typical background check turnaround times to understand what factors can affect the process.

A typical pre-employment background check for a manufacturing or corporate role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws may extend or restrict this timeframe depending on the type of record and jurisdiction.

Hiring decisions involving candidates with criminal records are generally made on a case-by-case basis, taking into account the nature of the offense, how much time has passed, and its relevance to the role. Some states have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the hiring process.

Candidates can generally expect to provide personal information such as full legal name, date of birth, and Social Security number, along with signed consent authorizing the background check, in compliance with FCRA requirements.

The Fair Credit Reporting Act (FCRA) is a federal law that regulates how employers can use background check information in hiring decisions. It requires employers to notify candidates before running a check, obtain written consent, and follow specific adverse action procedures if a decision is made based on background check results.

Running a personal background check with Checkr lets you preview what General Motors may see during the hiring process, helping you address any concerns before you apply. A personal background check can include:

Learn more about Checkr Personal Background Checks and explore your Checkr Profile to see what information may appear in your own background check.

If you're a candidate with a background check in progress through Checkr as part of your application to General Motors or another employer, you can check your status through the Candidate Portal. For additional support, visit the Checkr Help Center.

The information provided in this article does not, and is not intended to, constitute legal advice. All information is for general informational purposes only. Checkr does not guarantee the accuracy, completeness, or usefulness of this information and is not responsible for any errors or omissions, or for the results obtained from the use of this information. This article may contain links to other third-party websites. Such links are only for the convenience of the reader. Checkr does not endorse the contents of the third-party sites and disclaims any affiliation with the companies mentioned in this article unless otherwise stated.