How to implement pre-recruitment drug testing

A large number of specialists in Human Resources are convinced of the benefits of maintaining a policy of pre- recruitment drug testing in the company, which includes in addition to awareness campaigns and support programs, drug testing applied to different situations including:

  • After an accident (To know the origin of the accident)
  • In case of indiscipline, robbery, aggression.
  • For reasonable suspicion (Employee presents in an inconvenient state, sleepy, red eyes)
  • Randomly (Monthly / Every 6 months / Each Year)
  • To comply with official regulations (SCT / SEDENA / CT-PAT / DOT) and suppliers
  • Before proceeding to an ascent
  • Prior to hiring

Among the benefits of an addiction prevention program that includes testing in all and/or in some of the above situations are:

  • Reducing the risk of accidents at work
  • Improvement in the general health levels of employees.
  • The decrease in the possibility of robberies, legal problems (drug trafficking), conflicts with staff.

All of the above-mentioned situations where drug testing is applied, perhaps the most common for all companies is the application of examinations to candidates to fill a job during the recruitment and selection process. Obviously, the costs associated with undesirable contracting as well as labor turnover are the most objective reasons to justify the investment in rapid toxicological tests and/or the hiring of laboratories offering anti-drug testing services.

Due to the above, it is increasingly common for companies to maintain a contracting policy that contemplates the application of a drug test for at least 3 substances (Cocaine, Amphetamine, and Marijuana). Which returns to companies that are not yet doing so more vulnerable to admit staff with addiction problems in their payrolls.

Unlike random tests (surprisingly), pre-employment tests carry the risk that the patient will know beforehand that he will be tested, so he can look for ways to avoid giving a authentic urine sample to avoid being positive to any of the drugs.

Here are some recommendations for laboratories and occupational health services that apply pre-employment drug testing:

Use of Flasks with Temperature Check Strip

In order to ensure that the patient sample is recent, it is recommended that the urine specimen containers include a temperature verification strip measuring a range of 32 to 37 degrees Celsius, or the regular range to which to find a recent specimen.

Use of tamper evidence

When a donor attempts to alter the outcome of the drug test by manipulating the urine sample, it is called tampering. The use of adulterants can cause false in drug testing by destroying the drugs present in the urine or interfering with the assay.

There are several methods of attempting to manipulate a drug test such as diluting the sample with water, adding foreign substances (soap, chlorine), or taking diuretics to remove drugs and/or metabolites.

A reactive strip of adulterants allows knowing quickly and easily that the urine is in normal ranges and thus detect any attempt of manipulation. The tests adulterants include:

  • Creatinine
  • pH
  • Nitrites
  • Glutaraldehyde
  • Oxidants / Starch
  • Specific Gravity

Safety measures in the bathroom and in the Chain of Custody process

Specialists in Occupational Health and Laboratories conducting pre-employment examinations, if toxicological tests are applied, may take measures to avoid tampering or adulteration of samples with some measures, such as:

  • Use blue tablets in the toilet water tank
  • Prevent access to the toilet for patients with clothes, gloves, hat, hat, backpack, vests, etc.
  • Keep a person close to the toilet to ensure that the person is not falsifying the sample
  • Request an official identification to the subject before providing the sampling container, use safety labels to seal the container during the transfer and shelter.

manipulate a drug test



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