The Salvation Army: Hiring, Background Check & Employment Verification FAQs

The Salvation Army was founded on July 2, 1865, by Methodist preacher William Booth and his wife Catherine in the East End of London, originally under the name the East London Christian Mission. Booth began preaching outside the Blind Beggar pub in Whitechapel, aiming to bring Christianity and practical aid, including soup kitchens, to some of London's poorest neighborhoods. In 1878, Booth reorganized the mission along military lines, adopting the name Salvation Army, with uniformed "officers" leading "soldiers" and Booth himself serving as the organization's first "General."

The Salvation Army expanded rapidly throughout Britain and then internationally, with operations beginning in the United States in 1880 and Australia in 1881. The organization experienced some early schisms, including a dispute in 1884 when the U.S. organization briefly sought independence, and a separate 1896 split led by Ballington Booth (one of William Booth's sons) that formed the unrelated Volunteers of America. Today, the Salvation Army remains headquartered in London at its International Headquarters, while operating largely autonomous territorial commands, including a U.S. national headquarters, across its international footprint.

The Salvation Army operates an extensive network of social service programs, including emergency and disaster relief, addiction and rehabilitation programs, community centers, shelters, and its well-known network of thrift stores that help fund its charitable work. The organization's workforce includes both uniformed officers (ordained ministers within the organization) and civilian employees who staff thrift stores, social service programs, administrative functions, and disaster response operations.

Company culture and employee programs: The Salvation Army's culture is deeply rooted in its Christian evangelical mission and quasi-military organizational structure, dating back to its founding. The organization emphasizes service to vulnerable and underserved populations as central to its identity. Benefits, scheduling, and advancement opportunities can vary significantly depending on the specific program, thrift store, or administrative role, so candidates should confirm specifics with a recruiter during the hiring process.

Yes. Employers in the nonprofit and social services industry, including the Salvation Army, are legally permitted and, for many roles, expected to conduct pre-employment background checks on job candidates, given the organization's extensive work with vulnerable populations including children and individuals in crisis. In the United States, employment screening involving third-party consumer reporting agencies is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide disclosures, and follow adverse action procedures.

The Salvation Army is generally reported to conduct background checks as part of its hiring process, which is standard and often required for nonprofit organizations serving vulnerable populations, including children, individuals experiencing homelessness, and those in addiction recovery programs.

The hiring process for roles at the Salvation Army typically includes an application, an interview with a program or store manager, and a background check prior to a final offer. Roles involving direct contact with children or vulnerable adults often involve additional screening requirements.

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 nonprofit social services role may include:

Under the FCRA, criminal history reporting is generally limited to seven years for most background checks, though state laws and requirements for roles involving vulnerable populations may extend this timeframe considerably.

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, with additional restrictions often applying to positions involving direct contact with children or vulnerable adults. 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 the Salvation Army 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 the Salvation Army 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.