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There is no denying the adverse effects of drugs and alcohol in the workplace. Of the 12.3 million current adult illicit drug users, 77% or 9.4 million work, according to U.S. Department of Health and Human Services (HHS) Substance Abuse and Mental Health Services Administration (SAMHSA) statistics.

If you’re contemplating initiating pre-employment background screening or changing screening firms, here are some guidelines to assist you in locating a reputable and competent screening agency.

Developing a drug-testing program for your business is not as difficult or as costly as it might seem. The cost of a single urine test, typically under $50, pales in comparison to the potential cost to employers of illicit drug use in the workplace.

Years ago, few employers could have imagined how complicated hiring would become in the 21st century. Today’s corporate recruiters, human resource personnel and small business owners must adhere to a strict set of rules and regulations governing how they hire and fire employees.

It happens all too often nowadays. An enraged employee seeks revenge for some real or imagined harm perpetrated by an employer, supervisor or coworker.

Since drug testing was first implemented in the 1980s, it has become an accepted part of the hiring process. According to The American Management Association’s 2001 Medical Testing survey, nearly 67% of the nation’s major companies require job applicants to submit to drug testing.

Background checks are becoming an increasingly important part of today’s hiring process. It’s a game of high stakes for companies trying to handle these checks on their own.

Have you ever wondered what happens when you request a pre-employment background screen? What is checked? What isn’t? In reality, each background investigation is different, but they all have (or should have) common building blocks that aid in making good hiring decisions.

The price tag for hiring the wrong person can run thousands, even millions of dollars. With so much at stake, Corporate America is taking notice and implementing screening procedures for job applicants and existing employees.