Shoe Sensation: Company Profile & Background Check FAQs

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Shoe Sensation: Company Profile & Background Check FAQs

Shoe Sensation draws thousands of job seekers each year across its footwear store network. Understanding what to expect during the application and screening process can help you prepare when you apply. Below, we cover Shoe Sensation's history and operations, and straightforward answers to the most-searched questions about the Shoe Sensation background check process.

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Shoe Sensation: Company overview

Shoe Sensation was founded in 1984 and is headquartered in Jeffersonville, Indiana, just across the Ohio River from Louisville, Kentucky. The company operates as a value-focused footwear retailer, carrying a broad selection of name-brand and private-label shoes, boots, sandals, and accessories for men, women, and children. Shoe Sensation targets budget-conscious shoppers in small and mid-sized markets, differentiating itself from mall-based competitors by locating stores in strip centers and smaller communities where access to branded footwear may otherwise be limited.

The company operates over 240 stores across 22 states, primarily concentrated in the Midwest and South. The retail operation focuses on offering recognizable brands such as Nike, Adidas, New Balance, Skechers, and Crocs at accessible price points, serving customers who prioritize value without sacrificing brand selection.

Store teams typically include part-time and full-time sales associates, shift supervisors, and store managers. The company's store-count footprint and focus on smaller markets means that many locations serve as significant local employers in their communities.

Company culture and employee programs:

Shoe Sensation's store-level workforce is primarily retail-facing, and the company offers employment programs consistent with value retail operations. Reported benefits and programs include:

Employee discounts on merchandise
Flexible scheduling options for part-time associates
Opportunities for advancement from sales associate to shift supervisor and store manager roles
On-the-job training for new hires across customer service and merchandising functions
Health benefits available to eligible full-time employees, subject to eligibility requirements

Shoe Sensation background check FAQs

Does Shoe Sensation do background checks?

Yes. Shoe Sensation conducts background checks for positions across its store network. Background screening is standard practice among footwear and value retail employers, and Shoe Sensation applies this process to both entry-level store associate roles and management positions. The specific screenings ordered may vary based on the role, location, and applicable state and local law.

How long can a Shoe Sensation background check take?

Most employment background checks complete in three to five business days, though the actual timeline depends on several factors:

Type of screening ordered: Database searches can return results in minutes, while manual courthouse record retrievals take longer.
Accuracy of applicant information: Errors in a name, date of birth, or Social Security number can delay processing.
State or county record access: Some jurisdictions have slower turnaround times for court record requests.
Volume of records: Applicants with records in multiple jurisdictions may require additional review time.

See Checkr's guide to background check turnaround times for more detail on what affects processing speed.

What can be revealed in a Shoe Sensation background check?

A Shoe Sensation background check report may include:

Identity and criminal history: SSN trace; county, state, federal, and national criminal record searches; sex-offender registry; global watchlists.
Employment verification: Confirmation of previous employers, job titles, and dates of employment as listed on the application.
Motor vehicle records (MVR): Driving history checks for any roles that involve operating a company vehicle.

The exact combination of screenings can vary by position, location, and applicable law.

How far back can Shoe Sensation's background check go?

Look-back periods vary by state law, the type of position, and the CRA's data sources. Many employers use a standard look-back window of seven years for most criminal convictions, though certain roles or states may allow or require a longer review period. Candidates should review state fair-chance or "ban-the-box" laws to understand local limits on how far back an employer can search criminal history.

What is the FCRA and how does it protect candidates?

The Fair Credit Reporting Act (FCRA) sets rules for how employers use consumer reports in hiring decisions. Under the FCRA, Shoe Sensation must obtain written consent before ordering a background report, provide the applicant with a copy of the report and a pre-adverse action notice if the results may affect a hiring decision, and allow time for the applicant to dispute any inaccurate information. EEOC guidance also recommends that employers conduct an individualized assessment that considers the nature of an offense, how long ago it occurred, and its relevance to the specific role.

Does Shoe Sensation drug test?

It depends on the position and location. Shoe Sensation does not appear to have a universal pre-employment drug testing policy for all store roles. Whether drug testing is required can depend on several factors:

Role type: Management positions or roles with additional responsibilities may be more likely to require drug screening than entry-level sales associate positions.
State and local law: Some states restrict or regulate pre-employment drug testing, particularly for marijuana. Practices in those states may reflect applicable legal requirements.
Post-incident testing: Like many retailers, Shoe Sensation may require drug testing following a workplace accident or injury.
Reasonable suspicion: Supervisors may request testing if there is reasonable suspicion of impairment on the job.

Applicants with questions about whether a specific role includes drug testing should ask during the offer stage.

What is the Shoe Sensation hiring process?

The Shoe Sensation hiring process for store positions typically follows these steps:

Application: Submit an online application through the Shoe Sensation careers website or complete an in-store application if available at your local location.
Application review: A store manager or hiring contact reviews applications and selects candidates for further consideration.
Interview: Qualified candidates are contacted for an in-person interview, typically conducted by the store manager.
Conditional offer: Candidates who advance receive a conditional offer of employment, contingent on completing required pre-employment screenings.
Background check: A third-party CRA conducts the background screening after the candidate provides written consent.
Drug test if applicable: Depending on the role, location, and company policy at the time of hiring, a drug screening may be required.
Onboarding: Once all screenings are complete and the offer is confirmed, new hires complete orientation and training before their first shift.

The full process can take anywhere from a few days to several weeks depending on the position, location, and screening timeline.

Order your own background check

Running a personal background check with Checkr lets you preview what Shoe Sensation may see and helps you identify potential inaccuracies before they affect a hiring decision. In one secure report you can review:

Criminal history searches: Search databases and registries; SSN trace, sex-offender registry, global watchlists, plus national, county, state, and federal court records.
Motor vehicle records: Search a state's DMV, confirm driver's license status, and identify driving incidents.

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 or hiring managers.

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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.