If you are trying to find the right person for the work, there are a lot of factors that you should consider. Of course , you need to take a look at letters of recommendation, employment history, and training. On the other hand, you are furthermore going to be responsible for those things of the employee once you hire him or her. Consequently , you need to learn some thing about the character of the applicant. That is where employment drug testing can be useful.
Medication testing should be a part of your routine background check. At the same time, you should correctly interpret the outcomes of the drug check. What are some of the stuff that you need to look for?
Take Stock Of Any Prescription Medications That Show Up
First, you should look for prescription medications. There are plenty of folks who take one or more prescription drugs on a daily basis. Therefore , you should not be surprised if you discover prescription medications. On the other hand, you’ll still need to understand what these are.
Some prescription medications will be fairly innocuous. For example , it is possible you may pick up the routine antibiotic on the drug test. If your employee has strep throat, it makes sense that she or he is taking a doctor prescribed antibiotic. In contrast, managed substances need to be researched further. For example , in case your drug test discloses prescription pain medicines, you should ask about this particular.
Ensure that your applicant includes a prescription for these discomfort medications. That way, you know that he or she is not involved in illegal drug dealing. Furthermore, you should also consider whether his or her condition will probably impact his or her situation to do the job. For example , if your employer deals with chronic pain, is that going to impact their ability around the workplace? This is something you may want to consider.
Look for Signs of Illicit Drug Use
Of course , you should also look for signs of illicit drug use as well. There are some drugs that should never be on a drug screen since there is no prescription on their behalf. For example , if the drug test is optimistic for cocaine or heroin, this is something that you should consider. Of course , you should make sure the drug test is not a fake positive. Then, you should let the employee understand what you found and find out if he or she can describe himself or their self.
Be familiar with Limitations Of Drug Testing
When you order drug testing, you need to understand its limitations. For example , every drug is digested by the body at a different rate. Wish drug test is usually negative doesn’ big t mean that the worker does not use medications. It could mean that the employee has not really used drugs within a while. That is why you need to consider the entire software when you are making an employing decision.
Consider Random Medication Testing In The Workplace
In some situations, you may want to put random medication testing to work for you. In case you work in a field where employees are taking care of the lives of others, you need to make sure they are not really under the influence on the job. In this scenario, you may want to use accidental drug testing. For example , random drug tests is important in the health care field where physicians are making life-and-death decisions. Even though random drug testing is just not necessary for every field, it could be important in your industry.
Do Not Overlook Employment Drug Testing
Ultimately, there is a lot that you need to consider if you are looking for the correct person for the work. Even though you need to think about training, experience, and education, you also need to do a thorough background check out. Drug testing can be a part of your background check. You need to search for both prescription plus illicit drugs. Any positive test results, regardless of their character, need to be addressed. Finally, depending on your market, you may want to use accidental drug testing upon current employees as well. That way, you can guard yourself, your workers, and your clients from harm.