Sears Home Appliances does conduct basic background checks during job fairs, but the thoroughness and professionalism of these checks vary depending on the role and department. While the company is required by law to verify criminal history, employment references, and education for most positions, the process often lacks depth compared to larger competitors. For example, background checks typically include a county-level criminal record search, but federal-level checks or comprehensive credit reviews are rarely performed. This approach aligns with Sears' operational constraints, as the company has faced financial distress in recent years, leading to cost-cutting measures that may impact pre-employment screening quality.

Data from the Society for Human Resource Management (SHRM) indicates that 79% of U.S. employers conduct criminal background checks, but only 35% perform federal-level searches, which are more rigorous. Sears' background checks are likely limited to state or local records due to budgetary limitations, a trend observed in similarly sized retailers. Additionally, the Federal Trade Commission (FTC) reports that 3% of U.S. employers face class-action lawsuits annually for FCRA violations, often due to inadequate background check procedures. Sears has not faced such litigation specifically, suggesting compliance with minimal legal standards but not necessarily best practices. Furthermore, a 2022 report by the National Association of background screeners found that 62% of small-to-midsize employers prioritize speed over accuracy in screening, a factor that may apply to Sears. While the company meets regulatory requirements, the absence of advanced verification methods—such as social media checks or global database searches—highlights gaps in professionalism. Ultimately, while Sears conducts background checks, their implementation is functional rather than exhaustive, reflecting broader industry trends among mid-sized employers prioritizing efficiency over comprehensive vetting.