Hi everyone,
I started as a recruiter at a new company. I made an offer out to a candidate . Once the background check was sent to him, he was very displeased that we did not give him heads up that there will be drug testing. To make it clear, this is for a consultancy servicing financial clients. He said he was not ever asked to do a drug test. But his main point was that we did not list this in a job description. If you do drug tests , do you disclose it during interview process?

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Absolutely...in job description and in interview. Federal law requires employers to disclose in the JOB AD if they require drug testing as an employment consideration.

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Its part of the FCRA

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Yes, In the JD/Job posting
Yes, during HR/TA screening interview
Yes, during a pre-close conversation

NO SURPRISES

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Absolutely

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Can you share industry ?

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Does your offer letters not atate, contigent upon background and drugsceening? Atleast along those lines?

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Yes, but our job postings don’t mention it and we haven’t been mentioning it in the interview process .

We have candidates do the drug screen when they go to get there physical done. When we schedule the candidate to come in for phase 1 of onboarding, we tell them to wear comfortable shoes and clothes because they will getting a physical and drug screen done.

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Yes. Drug screen is disclosed in advertising and completed after the job offer has been extended and accepted in writing. Will save you time as well in avoiding candidates that won’t submit to the test. (Of course, just because someone passes the drug test doesn’t mean they don’t use. It just means that, if they do use, they are bright enough to not use right before the drug screen.)

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Why wouldn't you disclose it early on in the process? Give the candidate the opportunity to self-screen for the job/company, and save everyone's time if they aren't going to pass a test - seems logical to me, even if not required by law.

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Sign me up!

Drug and alcohol testing needs to be identified in the job posting, job description, interview process, offer letter, etc. All requirements for a job, that if not met could be grounds for not hiring the individual, need to be transparently and consistently communicated verbally and in writing, e.g., FCRA. ADA/EEO, etc.

To be clear, the FCRA does NOT require disclosure of intent to drug screen/background check specifically in the job ad. Employers must provide written disclosures and get written authorization from the candidate in order to conduct the drug test/background check which can take place once a contingent offer of employment is extended.

There is no FCRA mandate that companies disclose drug testing in job ads, although some states and local jurisdictions may require these disclosures.

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