WBNS-10TV: Company Profile & Background Check FAQs

WBNS-TV signed on the air on October 15, 1949, and has carried CBS network programming since its first broadcast, a continuity that makes it one of the longest-running CBS affiliates in the United States. The station has used the on-air branding 10TV since 1977 and broadcasts on channel 10 in the Columbus, Ohio, market. Its call letters trace back to the businesses of the Wolfe family, the station's founding owners, standing for "Wolfe Bank Newspaper and Shoes." For decades the station shared ownership with The Columbus Dispatch newspaper as the flagship of the Dispatch Broadcast Group.

Ownership of the station has changed hands in recent years. In August 2019, Tegna Inc. completed its purchase of the Dispatch Broadcast Group's stations, including WBNS-TV and its sister radio stations WBNS (1460 AM) and WBNS-FM (97.1), in a deal reported at $535 million. In March 2026, Nexstar Media Group completed its acquisition of Tegna, although aspects of the combination have been subject to ongoing legal proceedings. Candidates applying to the station may therefore encounter corporate hiring systems and policies administered by a large national broadcast group rather than a standalone local employer.

WBNS-10TV operates from studios on Twin Rivers Drive, west of downtown Columbus, and serves as the CBS affiliate of record for both the Columbus market and the nearby Zanesville, Ohio, market. The station produces 37 hours of local newscasts each week and has a long history of broadcast innovation: it was the first station in the Columbus market to operate a news helicopter, beginning in 1979, and it produced one of the earliest live local high-definition broadcasts in the country with an Ohio State football game in 1998. The station also has longstanding ties to Ohio State University athletics, producing coaches' shows and related sports programming for many years.

Company culture and employee programs: Roles at a station like WBNS-10TV span on-air journalism and meteorology, producing, photojournalism, editing, digital content, broadcast engineering, advertising sales, and administrative support. As part of a large publicly traded broadcast group, employees typically have access to corporate benefits programs, which commonly include health coverage, retirement plans, and paid time off, though specifics vary by role and employment status. Newsroom employees generally work in fast-paced, deadline-driven teams, and many roles involve nontraditional hours, including early mornings, nights, weekends, and breaking news coverage. Candidates should confirm current benefits and schedule expectations with the recruiter during the hiring process.

Yes. Employers in the broadcast media industry, including WBNS-10TV, 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 through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires employers to obtain written consent, provide specific disclosures, and follow adverse action procedures. Ohio law and City of Columbus rules may add further requirements around how and when criminal history can be considered.

WBNS-10TV is generally reported to conduct background checks as part of its hiring process, which is consistent with standard practice among large broadcast companies. Television stations place employees in positions of public trust, give staff access to studio facilities and company vehicles, and hold their journalists to editorial integrity standards, all of which make pre-employment screening common in the industry. The exact scope of a WBNS 10TV background check may vary by role, and candidates should review the disclosure documents they receive for specifics.

While steps can vary by department, the WBNS 10TV hiring process typically resembles that of other stations owned by large broadcast groups. Candidates usually apply online through the corporate careers site, and on-air applicants may be asked to submit a reel or work samples. Qualified candidates generally complete one or more interviews with news directors, department heads, or hiring managers, sometimes including a skills evaluation such as a writing or producing test. Candidates who receive a conditional offer are typically asked to consent to a background check, and any other pre-employment requirements, before a start date is confirmed.

Turnaround time depends on the searches included in the report, the responsiveness of courts and past employers, and how many jurisdictions need to be checked based on a candidate's address history. Many background checks are completed within a few business days, while reports involving multiple county courthouse searches or slower verification responses can take longer. Candidates who want a fuller picture of typical timelines can review background check turnaround times.

The employer determines which searches to include. For roles at a television station like WBNS-10TV, a background check may include some or all of the following:

Candidates should read the disclosure and authorization forms provided during hiring to see exactly which searches apply to their role.

Lookback periods depend on the type of search and the laws where the candidate lives and works. Under the FCRA, consumer reporting agencies generally cannot report most adverse information older than seven years, although criminal convictions may be reported further back under federal law and exceptions exist for certain higher-salary positions. Some states impose stricter limits than the federal baseline. Because rules differ by jurisdiction, two candidates applying for the same role can see different lookback windows applied to their reports.

The station's specific policies regarding candidates with felony records are not publicly detailed, and hiring decisions are typically made case by case. Employers commonly weigh the nature and severity of an offense, how much time has passed, and how the record relates to the duties of the role. Many states and cities have adopted "ban-the-box" laws that restrict when employers can ask about criminal history during the application process. Candidates with records are encouraged to answer application questions honestly and be prepared to provide context if asked.

Before a background check begins, candidates are typically asked to sign a written authorization provided as a standalone disclosure during the hiring process. Candidates should be ready to supply accurate personal information, including full legal name, date of birth, Social Security number, and current and past addresses. For roles that involve driving, a valid driver's license and driving history details may also be required. Accurate information helps ensure the right records are searched and reduces the chance of delays or mismatched results.

The Fair Credit Reporting Act is a federal law that regulates how consumer reporting agencies compile and share background check information and how employers may use it. It requires employers to obtain consent before ordering a report, and if an employer intends to take adverse action based on the findings, it must give the candidate a copy of the report and a summary of rights, plus a chance to dispute inaccurate information before the decision is final. For a deeper look at these protections and related Equal Employment Opportunity Commission guidance, see this introduction to the Fair Credit Reporting Act (FCRA).

Running a personal background check with Checkr lets you preview what WBNS-10TV 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.