By | Ben Eubanks | Human Resources Professional, Speaker, and Blogger
If you are looking for the right person for the job, then it is important for you to conduct a thorough background check. There is a lot that you need to do to make sure that you find the right employee. One of the most important tests is a drug test. At the same time, there are lots of different drug tests from which you can choose. What are a few of the lines that you need to pay attention to when it comes to an applicant drug screen?
The Prospect of a Positive Marijuana Screen
First, understand that you may be looking at a test that is positive for marijuana. Depending on the jurisdiction in which you are located, this may or may not matter. There are two different substances that may be positive when it comes to a marijuana screen. The first is CBD, which stands for cannabidiol. This is something that can be found over the counter in a lot of places. A lot of people take CBD regularly to help them with sleep, substance abuse issues, and even anxiety. The other possible positive is THC. THC is the substance in marijuana that gives it its characteristic high. This is something that you will definitely want to explore if you find that it was positive. Make sure you understand what you’re looking at if someone is positive for marijuana.
Understand the Implications of Prescription Drugs
Next, you also need to pay attention to prescription drugs. Some prescription drugs are not going to be a big deal. For example, some people may be positive for medications they are taking for diabetes. On the other hand, if someone is positive for benzodiazepines or stimulants, this is something that you definitely want to consider. Depending on what exactly has turned positive, you might be able to figure out which prescription medication a person is taking. If someone is positive for benzodiazepines or stimulants, you want to make sure they have a prescription for this medication. Otherwise, it could indicate that they are taking it illegally or buying it on the street. Furthermore, if someone is positive for prescription medications, you want to know if they have a health condition that could impact their job performance.
What About Alcohol?
When you are conducting a pre-employment drug test, you also may want to screen for alcohol. Importantly, alcohol isn’t necessarily something that stays in the body for a long time. Therefore, if someone is positive for alcohol, this is a major concern. It indicates that the person likely had a drink sometime recently prior to the test. You want to ask the applicant what happened, why it happened, and then decide if this is going to impact the possible performance of that employee on the job.
Other Illicit Substances Could Appear
Finally, understand that there are other illicit substances that may appear as well. For example, you may end up with a drug screen that is positive for cocaine. Cocaine is a dangerous, addictive substance that can lead to cardiac arrhythmias, which possibly could be fatal. This is definitely something that you want to explore as an applicant is positive for this substance.
In addition, you may end up with an applicant who has a drug screen that is positive for heroin. Heroin is an opioid drug that many people take the treat their chronic pain. On the other hand, this drug is also incredibly dangerous and addictive. An overdose on heroin could cause someone to stop breathing, which could be fatal. Make sure that you explore any illicit substances that are positive in a drug screen.
Make Sure To Run Drug Tests as a Part of Pre-Employment Screening
These are just a few of the most important points that you need to keep in mind if you are conducting a pre-employment drug screen. Make sure that you screen all of your employees for both prescription and illegal medications. You want to make sure that the person you are hiring is able to do the job. A pre-employment drug screen can help you do exactly that. If you need help interpreting a drug screen, and make sure to reach out to trained professionals for help.