What Do Pre-Employment Drug Tests Look For?

Pre-employment drug testing has become standard practice in many organizations due to the current stiff competition when recruiting employees. These tests are aimed at detecting one or another prohibited substance or controlled drug in the candidate’s blood sample. They find it useful as it enables them to sustain a drug-free, safe, and efficient workplace, besides ensuring that anyone seeking a job is medically fit. There is a difference in these pre-employment tests depending on the substances that are likely to be detected from the samples of the individuals being tested.

 What types of Drugs are detected during Pre-employment Drug Tests?

The screenings before hiring are essentially intended to identify the use of some types of illicit substances, prescription drugs that may affect work performance and alcohol. The kinds of drugs that are most often asked for are marijuana, cocaine, opiates, amphetamines, and phencyclidine (p.c.p). The type of substances that get included depends on the specific test being carried out. For example, the 5-panel drug test is an examination that examines the presence of the following: marijuana, cocaine, opiates, amphetamine, and PCP. 

A study carried out by the National Institute on Drug Abuse (NIDA) backs up their recommendations by saying that substances like marijuana, cocaine, and opioids should be screened. NIDA (2020) states that drug use can compromise work productivity and introduce the risk of Industrial accidents and incidents and expensive mistakes, making it important for employers to identify these substances.

What are the differences between the 5-panel Drug Test and the 10-panel Drug Test?

The only obvious difference between the 5-panel drug test and the 10-panel drug test is the number of different substances detected. The 5-panel drug test is the standard test and normally only targets five of the most ingested drugs: marihuana, coke, heroin, speed, and angel dust. It is less expensive and can be conducted faster than this test. However, for employers who need further screening, the 10-panel drug test is recommended. This test goes beyond the 5 panels to include other substances that it also tests for. Those companies that have a specialized concern on substance abuse in the workplace may opt to use the 10-panel drug test due to its broader panels.

 Journal of Drug Issues, 2017, states that through comprehensive drug testing, employers can indeed preempt risks and, in extension, reduce workplace incidents of mishaps attributed to substance use.

 In what manner is Pre employment Drug Testing performed?

Pre-employment drug tests are generally conducted using one of three methods: urine analysis, hair analysis, or saliva analysis. Urine tests are the most popular and typically the least costly. In a urine test, the candidates produce a urine sample for laboratory analysis. In cases where many drugs are likely to be metabolized in the body, the urine sample is tested according to the type of panel sought. 

Drug tests involving hair, however, can detect drugs up to 90 days after they are ingested since the substance can be stored in the hair follicle. This method is non-invasive, and the tests will identify the drugs used within 24- 48 hours. No matter the approach, drug testing tends to be conducted in a controlled environment to minimize contamination.

Are pre-employment Drug Tests retaliatory or risky?

The usual tests that are given to candidates before they can be hired include pre-employment drug tests, and while these are believed to be accurate, there may be points in times when the candidate would want to challenge the outcome. For instance, false positives are likely to occur if the specific tested individual has taken certain over-the-counter drugs or certain food items. In case a candidate feels the results are skewed, they are free to ask for a retest or the results to be contested. However, re-tests are generally restricted in certain guidelines and can only be conducted by other third-party certified laboratories. On the same note, some employers can allow candidates to offer medical excuses for any prescription they may have taken that might have influenced the test results. It should be noted that candidates should declare any medications or any substances that they have taken before that test so that everyone is played fairly.

Conclusion

Mandatory pre-employment drug testing acts as a mechanism of first-line assessment aimed at determining the suitability of candidates for work in view of the health qualifications required for health safety. Whether to go for the 5-panel drug test or the more complex 10-panel drug test, therefore, depends on the company or the industry involved. Based on the substances in the panel, these tests seek to identify different types of illicit drugs, prescription drugs, and perhaps alcohol. However, for those who may need to go deeper and conduct more comprehensive tests, service providers like Face DNA Testing ensure that they provide a more accurate and precise test to enhance the efficiency of drug tests.