Finding the perfect candidate for a job opening can be tough. Sometimes, a company will interview someone who seems perfect on paper and has the right qualifications, only for them to turn out to be unreliable through drug use. Recruiters can’t know whether an applicant has a problem with substance use or regularly takes recreational drugs on the weekend. Applicants may argue that it’s none of the company’s business what they do in their spare time. However, if there’s a risk of an employee breaking health and safety rules and putting people in danger, recruiters do have a right to know. Pre-employment drug testing can help highlight drug use and stop employers from hiring the wrong people.
What Do Pre-Employment Drug Tests Test For?
There are various types of drug tests, and some are more sensitive than others. Some companies may only use a basic version that covers the more common illicit drugs, while others will be more comprehensive. For example, if a company feels it’s worth their while to pay more for reliable results, they may go for a 20-panel test. That means there are 20 drugs it could detect, including more specific forms of opiates and less common substances. Some of the more likely drugs detected by these workplace drug testing measures include the following.
1) Opiates
Opiates are some of the more common and diverse types of drugs around. At one of the scales, there are dangerous substances like heroin that most drug panels will detect. On the other, there are legal forms of opiates, such as prescribed painkillers. That means that anyone on a prescription for codeine pain medication could fail a urine drug test and have to explain themselves.
2) THC
Another substance that comes up a lot in workplace testing is THC. THC is the psychoactive aspect of cannabis. CBD products, which are considered safe and legal in many places, have the THC element removed. Drug testing procedures can seek out markers for THC to see if workers are either regular cannabis users or possibly working under the influence. The problem here is the impact of medicinal marijuana on test results and how companies choose to respond to that.
3) Cocaine
Cocaine may not be as common as THC or painkillers, but many companies will still check for it. Cocaine has a reputation as the drug of choice for elite white-collar workers flaunting their wealth. Still, companies can’t be seen as condoning its use. What they choose to do if an employee tests positive on a random drug test can be contract clauses, state employment laws, or simple discretion.
4) Methamphetamines
As with opiates, methamphetamines can also come in various forms. Many people may say they wouldn’t dare go near crystal meth because of the way it completely wrecks mental and physical health. Yet, they may not be against taking some ecstasy or MDMA powder on a night out. The issue for these users is that both forms, along with speed and other amphetamines, all show up on most drug panels.
If a drug you happen to take on a weekend isn’t mentioned here, that doesn’t mean that testers won’t find it. The best option for anyone faced with a pre-employment drug test is to stay clean for a long period in advance of interviewing for a job. The longer it’s out of your system, the better your chance of being able to pass a drug test and get the job.
How Do Companies Administer Workplace Drug Testing?
Now that you have a better idea of what these companies are looking for let’s look at how companies can administer different workplace tests. Some workplace drug testing procedures are better than others regarding their process and likelihood of getting caught.
1) Urine Testing
Urine drug testing is the most common because it’s so easy to administer. All testers have to do is have workers urinate into a sample bottle, take the liquid for screening, and wait for the results. The tests are effective for random screenings and some physicals because they can detect many different drugs taken between 5-10 days ago. That means anything is still in the employee’s system from the weekend.
2) Hair Testing
Hair testing is more popular with some companies because of the longer detection window and the fact it’s harder to tamper with samples. Testers can take random strands of hair and look for traces of anything taken in the last 90 days. Therefore, it’s a great tool for pre-employment tests where users may have abstained for longer than 10 days.
3) Saliva Testing
Salvia testing isn’t ideal for pre-employment screening because of the 48-hour window, but it could work when interviewing someone on short notice. It’s also seen as a user-friendly alternative to urine testing if an applicant can’t provide any. A quick cheek swab is fast and pretty noninvasive. It could be effective as a way to eliminate cheaters, but it could also be a problem for anyone with an oral condition or who recently used mouthwash containing alcohol.
4) Blood Testing
Finally, there’s blood testing. This is highly unlikely if you’re applying for a job but possible for employees in other circumstances. Blood tests are great for determining what is in someone’s system at that moment, which is why they’re used for post-accident and reasonable suspicion tests. The biggest problem with this approach is the cost. Companies can only afford to use this option when they’re sure they will have to dismiss someone with good cause.
Should You Worry About Pre-Employment Drug Testing?
The only reason to worry about pre-employment drug testing is if it’s due to happen in the next couple of days and you recently took an illegal substance. You could fail to get the job if it appears on the screening. If there’s enough time to prepare, you can work on getting substances out of your system in time for the test to pass. Abstaining from drug use is important. What you do after the pre-employment screening and how you handle the threat of subsequent testing is another problem for another day.
