The Hershey Company: Hiring, Background Check & Employment Verification FAQs

The Hershey Company was founded by Milton S. Hershey on February 8, 1894, as the Hershey Chocolate Company, a subsidiary of his Lancaster Caramel Company in Lancaster, Pennsylvania, according to Wikipedia. The business moved to what is now Hershey, Pennsylvania, in 1905, and the town remains its headquarters and home to Hersheypark and Hershey's Chocolate World. Wikipedia describes Hershey as one of the largest chocolate manufacturers in the world.

The company's own website says it has been making what it calls moments of goodness for more than 130 years, through more than 70 brands and products that include chocolate, sweets, mints, and other snacks. Brands named on its site include Reese's and Jolly Rancher, and Wikipedia notes the company also makes baked products and beverages. The business employs thousands of people, from plant production and packaging roles to corporate functions.

Hershey's careers site is organized by job category and country, with sections for the United States, Brazil, Canada, India, Mexico, and the Philippines, and it invites candidates to join a talent community. Listings on the site have included production operator and packer roles at plants in Pennsylvania, Indiana, and Illinois. Plant, warehouse, and corporate roles involve different environments, which can shape the screening a candidate sees.

Company culture and employee programs:

Hershey's careers site describes competitive benefits, flexible work-life balance, and opportunities to grow, grounded in values it lists as togetherness, integrity, excellence, and making a difference. The site also points to the Milton Hershey School, a cost-free private boarding school founded in 1909 by Milton and Catherine Hershey, as part of its charitable legacy. The company states that it is an equal opportunity employer. Pay and benefits vary by role, location, and shift, so candidates should confirm details during hiring.

Yes. Employers in the confectionery and snack manufacturing industry, including The Hershey Company, are legally permitted to conduct pre-employment background checks on job candidates, provided they follow applicable federal, state, and local laws. In the United States, background screening is governed by the Fair Credit Reporting Act (FCRA), which sets requirements around candidate consent, disclosure, and adverse action procedures. Hershey hires across several U.S. states and countries, so the specific rules that apply to a candidate can also depend on where the job is based.

The Hershey Company is generally reported to conduct background checks as part of its hiring process, typically after a conditional offer. This is consistent with large food manufacturers that hire plant and warehouse workers alongside corporate staff. The scope of the Hershey background check may vary by role, location, and country.

The Hershey Company hiring process typically starts with an online application through its careers site, followed by interviews for candidates who move forward. Plant and production roles may include an assessment, and professional roles often involve several interviews with the hiring team. Candidates who receive a conditional offer are usually asked to complete pre-employment steps, which may include a background check, a drug screen, or a physical, before a start date is confirmed. Exact steps vary by role and location, so each posting is the best guide.

A Hershey background check can take from a few business days to longer, depending on the searches ordered and how quickly courts and agencies respond. Records across multiple counties, states, or countries can add time. Candidates who want more detail can review background check turnaround times.

A Hershey background check may include criminal history, identity, and work history checks, with additional searches depending on the role. Components may include:

Candidates should review the disclosure and consent forms provided during the hiring process to understand which searches apply to their role.

The Hershey Company is generally reported to require a post-offer drug screen for some plant roles, and requirements may vary by role and location. Production, warehouse, and equipment-based positions are the kind of roles where some manufacturers add drug screening after an offer. Corporate and office roles may not include the same step. Candidates should read the posting and the conditional offer paperwork to see which screening steps apply to their position.

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.

The Hershey Company's policies on candidates with felony records are not publicly stated in detail, and decisions are typically made case by case. Factors that may be considered include the nature of the offense, how much time has passed, and the duties of the role, such as work around food production or equipment. Many states and cities have enacted "ban-the-box" laws that limit when employers can ask about criminal history. In Pennsylvania, where Hershey is based, the Criminal History Record Information Act also requires employers to consider a candidate's record, including self-disclosed history, only for its relevance to the specific role.

Candidates applying to Hershey will typically be asked for written consent before a background check begins, usually through a disclosure form provided during hiring. Candidates should be ready to provide their full legal name, date of birth, Social Security number for U.S. applicants, address history, and employment history. Accurate information helps make sure searches run in the right jurisdictions and can prevent delays.

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).

Production operator candidates typically give consent and personal details for a standard pre-employment check. Hershey's careers site has listed production operator and packer jobs at plants, and those postings usually describe shift, physical, and safety expectations. Candidates may see a criminal history search, an employment history confirmation, and a drug screen after an offer, and the exact mix may vary by plant, role, and state.

Hershey background checks may differ outside the United States, because privacy and employment laws vary by country. The company's careers site lists Brazil, Canada, India, Mexico, and the Philippines alongside the United States. The FCRA applies only to U.S. screening, so candidates in other countries may see different consent forms and a different set of searches. Candidates should read any disclosure they receive to see which searches apply.

Running a personal background check with Checkr lets you preview what The Hershey Company 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.