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What Do Employers Look for in a Drug Test?

Mark Halsey
Chief Editor of - Cleanbreak Recovery

Mark Halsey is a licensed therapist, founder, and chief editor of Clean Break Recovery. With over a decade of addiction treatment experience, Mark deeply understands...Read more

When it comes to the hiring process, employers are increasingly looking for more than just the right qualifications and experience. More and more, employers are requiring drug tests to ensure their prospective employees are not using illegal substances. But what exactly do employers look for in a drug test? Here, we’ll explore the most common practices for drug testing, and what employers are hoping to learn from the results.

What Do Employer Drug Tests Look for?

What Employers Look for in Drug Tests

Drug testing is a critical part of the hiring process for employers, as it helps them weed out candidates who may have a history of drug use. It is important for employers to know what to look for in a drug test so they can make sure the results are accurate and reliable. This article will discuss what employers should look for in a drug test and how they can ensure the results are reliable.

Types of Drug Tests

When it comes to drug testing, employers have a variety of options available. The most commonly used type of drug test is a urine test, which tests for the presence of drugs in the urine. Other types of tests include hair follicle testing, saliva testing, and blood testing. Depending on the type of job and the level of testing an employer wants to do, they may choose a different type of test.

What to Look for in a Drug Test

When employers are reviewing a drug test, there are a few key points they should look for. First, employers should make sure that the test was done correctly, that all procedures were followed, and that the results are accurate. Additionally, employers should check to make sure that the test was done in a certified laboratory, as this will ensure that the results are not tainted.

What to Avoid in a Drug Test

When employers are evaluating a drug test, there are a few key points they should avoid. Employers should be wary of tests that are not done in a certified laboratory, as these tests may be unreliable. Additionally, employers should avoid any tests that are not done according to the manufacturer’s instructions, as this may lead to unreliable results.

Legal Considerations

When it comes to drug testing, employers should also be aware of any legal considerations. Depending on the state, there may be laws or regulations regarding the types of tests employers can use and how they can be used. It is important that employers are familiar with these laws and regulations so they can ensure they are complying with them.

Conclusion

Drug testing is an important part of the hiring process for employers, as it helps them weed out candidates who may have a history of drug use. Employers should be aware of the different types of drug tests available, as well as what to look for and what to avoid when evaluating the results. Additionally, employers should also be aware of any legal considerations regarding drug testing in their state.

Related Faq

1. What kind of drugs do employers test for?

Employers typically look for five to eight specific drugs in a standard drug test. These include marijuana, cocaine, opiates (such as codeine, morphine, and heroin), amphetamines, and PCP. Some employers will also test for additional drugs, such as barbiturates, benzodiazepines, and methadone.

2. How does an employer conduct a drug test?

An employer can conduct a drug test in a few different ways. The most common is a urine test, which looks for traces of drugs in a sample. Hair and saliva tests can also be used, depending on the drug and the employer’s preference. Blood tests are typically reserved for cases in which the employer suspects a more serious issue.

3. What is the purpose of a drug test?

Drug tests are intended to detect the presence of drugs in an employee’s system. Employers use these tests to ensure that their employees are not using drugs, and to create a drug-free workplace. Drug tests also help employers identify employees who may be at risk of developing an addiction or abusing drugs.

4. What is the difference between pre-employment and random drug tests?

Pre-employment drug tests are conducted as part of the hiring process, and are typically required for certain positions. Random drug tests are conducted without notice, and are typically used to determine whether an employee is using drugs on the job.

5. How often do employers conduct drug tests?

The frequency of drug tests varies from employer to employer. Some employers may conduct pre-employment drug tests and random drug tests periodically throughout the year, while others may only conduct them when they suspect an employee is using drugs.

6. What happens if an employee fails a drug test?

If an employee fails a drug test, the employer may take disciplinary action, such as suspension or termination, depending on the company’s policies. In some cases, the employer may require the employee to attend a drug treatment program or take a drug test again after a certain period of time.

Here’s what your drug test will look like

In conclusion, employers are looking for evidence of drug use in order to protect their workplace from potential safety hazards and to ensure their employees are staying productive and healthy. Drug tests are often used to evaluate a potential employee’s suitability for the job, and can also be used to ensure that current employees are not using drugs at work. Employers must ensure that they are following the laws and regulations regarding drug testing, as well as using reliable methods and sources to get accurate results.

Mark Halsey is a licensed therapist, founder, and chief editor of Clean Break Recovery. With over a decade of addiction treatment experience, Mark deeply understands the complex needs of those struggling with addiction and utilizes a comprehensive and holistic approach to address them. He is well-versed in traditional and innovative therapies, including cognitive-behavioral therapy, motivational interviewing, and mindfulness-based interventions.

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