Warehouse associates
Employees receiving, storing, staging, selecting, packing, or moving products and materials.
INDUSTRY
Screening workflows for warehouses and distribution teams.
Align screening, testing, and occupational services with equipment, inventory, driving, access, and supervisory responsibilities across warehouse and distribution roles.
WORKFORCE CONSIDERATIONS
Screening should reflect the role.
- Facilities often hire across production, warehouse, driving, inventory, and office teams.
- Equipment operation, physical duties, inventory access, and driving responsibilities vary by position.
- Seasonal demand and multiple shifts can compress onboarding schedules.
- Several locations may need consistent packages while retaining role-specific criteria.
EXAMPLE ROLES
Different work calls for different context.
These examples help organize a program; they are not universal screening requirements.
Equipment and forklift operators
Personnel whose duties include operating powered industrial equipment under employer training and policy.
Inventory personnel
Employees responsible for product counts, inventory systems, reconciliation, or controlled stock areas.
Shipping and receiving staff
Team members coordinating incoming and outgoing goods, carrier documentation, and dock activity.
Drivers
Employees assigned to operate company vehicles or transport products, supplies, or equipment.
Supervisors and managers
Leaders responsible for staffing, safety processes, access, inventory, scheduling, and facility performance.
OPTIONS BY ROLE
Configure a starting point by responsibility.
Warehouse and distribution associates
Selected criminal-record sources and policy-aligned drug or occupational services may be considered based on documented duties.
Drivers and delivery personnel
When driving is essential, an MVR report may supplement other selected role-based components.
Supervisors and inventory personnel
Employment verification and selected record sources may support positions with inventory, systems, access, or management responsibilities.
SERVICE GUIDANCE
Understand what each component contributes.
Criminal-record searches
Available record sources can be selected around relevant jurisdictions and documented job criteria. Search scope and review standards should be applied consistently.
Explore serviceDrug screening under a documented policy
Testing may be coordinated for policy-covered positions where appropriate. Panel selection, timing, and legal considerations vary.
Explore serviceOccupational health services
Job-related physicals or other occupational services may be coordinated for documented duties and lawful program requirements.
Explore serviceMVR reports for driving roles
An MVR may be relevant when operating a company vehicle is an essential duty. Information varies by jurisdiction.
Explore serviceRECOMMENDED SERVICES
A practical place to start.
These options are editorial guidance, not universal requirements. Final packages should reflect role duties and applicable law.
- Criminal RecordsCriminal-record searches configured around role requirements and the jurisdictions relevant to a candidate.
- Drug ScreeningConfigurable drug-testing options coordinated through available collection locations and testing networks.
- Occupational HealthRole-aligned occupational health services that may support workforce readiness programs.
- MVR ReportsMotor vehicle record reports for positions involving driving responsibilities or company vehicles.
- VerificationsEmployment, education, and credential verification options for candidate-provided history.
- I-9 ComplianceWorkflow support for employment eligibility documentation and Form I-9 administration.
WHY ORGANIZATIONS USE EXPRESS
Support built around the program.
- Role-based packages for warehouse, equipment, fleet, supervisory, and office positions.
- Coordinated record, testing, occupational, driving, and verification workflows.
- Support for high-volume, shift-based, and multi-location hiring.
- A repeatable process for candidate steps and order status.
EXAMPLE WORKFLOW
From role to review.
- 1
Group positions by equipment, inventory, driving, physical, and supervisory duties.
- 2
Configure searches, testing, and occupational services for each role group.
- 3
Collect complete candidate information and coordinate any required appointments.
- 4
Review open and completed components through the organization’s documented process.
EMPLOYER RESOURCES
Plan the program with more context.
A Background Screening Checklist for Small Businesses
A small-business screening program should start with the job, use a written and consistent process, select relevant searches, protect candidate information, and follow applicable notice procedures.
Read Guide 5 minHow Long Does an Employment Background Check Take?
Some searches may return quickly, while court access, manual verifications, closures, or incomplete candidate information can extend the timeline.
Read Guide 4 minMVR Reports for Employers: What Hiring Teams Should Know
Motor vehicle record reports can support review of candidates whose jobs involve driving, company vehicles, delivery, or fleet responsibilities. Available information varies by jurisdiction.
Read Guide 4 minFAQ
Warehousing & Distribution screening questions.
Should warehouse employees and drivers use the same package?
Not automatically. Driving, equipment, inventory, office, and supervisory duties can call for different job-related components.
Can screening support seasonal warehouse hiring?
Employers can define packages before a surge, gather complete information, and organize the order workflow. Exact turnaround still depends on the services and sources.
Are drug tests required for all warehouse roles?
This page does not state that testing is universally required. Employers should evaluate policy, duties, location, and applicable law.
Can Express coordinate occupational services?
Available occupational health options can be discussed for documented role requirements. Service and site availability vary.
BUILD YOUR PROGRAM