Smith's Food and Drug: Hiring, Background Check & Employment Verification FAQs

Smith's traces its history to 1911, when Lorenzo Smith opened a small dry goods store in Brigham City, Utah. The business grew through the twentieth century into a full-line grocery operator, taking the Smith's name forward through several generations of family leadership before becoming a publicly traded regional chain. Today the company is headquartered in Salt Lake City, Utah, and operates as one of the local banners within The Kroger Co., which acquired Smith's Food & Drug Centers in 1998.

As a Kroger division, Smith's runs more than 130 stores across Utah, Nevada, New Mexico, Arizona, Montana, Idaho, and Wyoming. Store formats range from conventional supermarkets to larger Marketplace locations that add general merchandise, apparel, and home goods alongside groceries. Many locations also include an in-store pharmacy, and the banner operates fuel centers at a number of its sites. Kroger, the parent company, is one of the largest grocery retailers in the United States and employs hundreds of thousands of associates across its family of banners.

The workforce at a typical Smith's store covers a wide range of jobs. Front-end roles include cashiers, baggers, and customer service desk staff. Department roles cover grocery and stocking clerks, produce, meat and seafood, bakery, deli, floral, and e-commerce pickup associates who assemble online orders. Pharmacy teams include pharmacy technicians and licensed pharmacists. Stores are supported by assistant managers and store directors, along with distribution center and transportation staff who move product into the region.

Company culture and employee programs:

Smith's hires both part-time and full-time associates, and many positions are entry level with on-the-job training. Kroger banners are commonly unionized in certain markets, which can affect scheduling, pay progression, and benefits for covered store roles. Education assistance, associate discounts, and retirement plan options are frequently referenced in Kroger recruiting materials, but eligibility for any specific benefit depends on job classification, hours worked, location, and any applicable collective bargaining agreement. Candidates should confirm the details that apply to the position they are pursuing.

Yes. Employers in the grocery and retail industry, including Smith's Food and Drug, are legally permitted to run pre-employment background checks on job candidates provided they comply with federal, state, and local law. In the United States, employment screening is governed by the Fair Credit Reporting Act (FCRA), which requires clear disclosure, written candidate authorization, and a defined adverse action process before an employer declines someone based on report results. State fair-chance statutes in places like Utah, Nevada, New Mexico, and Arizona may add timing or process requirements on top of the federal rules.

Smith's is generally reported to conduct background checks as part of its hiring process, which is typical for large grocery retailers. Retail grocery staff handle cash, process payments, work with alcohol and tobacco sales in many states, and in some roles have access to controlled substances in the pharmacy. The scope of a Smith's Food and Drug background check may vary by position, by store, and by state law, with pharmacy, management, and driving roles generally subject to more searches than entry-level store positions.

While the sequence varies by store and role, the Smith's hiring process typically begins with an online application through the Kroger careers system. Candidates who match a posting are often contacted for a phone screen or invited to an in-person or virtual interview with a department lead or store manager. Some locations hold hiring events for high-volume roles. Applicants who receive a conditional offer are usually asked to authorize a background check, and where applicable to complete a drug test or provide license documentation, before their start date and orientation are scheduled.

Timelines depend on what is ordered and how quickly the underlying sources respond. Straightforward checks often return within a few business days. Reports that require records from several counties, out-of-state courts, or verification from a previous employer or licensing board can take longer, and court closures or manual record retrieval can add days. Candidates looking for a more detailed explanation of what drives these timelines can read about background check turnaround times.

The employer chooses which searches to include. For a grocery retail role, a background check may cover some or all of the following:

Candidates should review the disclosure forms they receive to understand which searches apply to their specific role.

The lookback period depends on the search and on state law. The FCRA generally limits consumer reporting agencies from reporting most negative information older than seven years, with exceptions that can apply to criminal convictions and to positions above a defined salary threshold. Some states apply tighter restrictions, including limits on reporting arrests that did not lead to conviction. Because Smith's operates across seven states, the window that applies can differ from one candidate to another depending on where they live and where their records sit.

Smith's does not publish a detailed policy on applicants with felony records, and these decisions are generally handled case by case. Common considerations include the nature and severity of the offense, the time that has passed, and how the record relates to the responsibilities of the job, since a conviction involving theft may be weighed differently for a cash-handling position than for a stocking role. Several states in the Smith's footprint have adopted "ban-the-box" laws that restrict when criminal history questions can be asked. Candidates are encouraged to be honest on their applications and prepared to discuss their history if asked.

Candidates are typically asked to sign a disclosure and authorization form before any screening begins. They should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and address history. Applicants for driving roles generally need a valid driver's license, and pharmacy applicants may need to show state registration or licensure. Providing complete and accurate information helps searches run in the right jurisdictions and reduces the risk of delay.

The Fair Credit Reporting Act is the federal law governing how consumer reporting agencies collect, use, and share background check information. Under the FCRA, an employer must get written consent before ordering a report, must give the candidate a copy of the report and a summary of rights before taking adverse action, and must allow the candidate a chance to dispute inaccurate information before making a final decision. For a deeper look at how the FCRA works together with Equal Employment Opportunity Commission (EEOC) guidance, see Fair Credit Reporting Act (FCRA).

Pharmacy positions are regulated at the state level, and pharmacists and pharmacy technicians generally must hold an active license or registration with the state board of pharmacy where they work. Because these roles involve access to controlled substances and patient records, employers commonly verify licensure directly with the issuing board and may include additional searches or drug testing. Specific requirements are set by state law and by the employer, so candidates should confirm what applies in their state before accepting an offer.

Running a personal background check with Checkr lets you preview what Smith's Food and Drug may see and helps 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.