NCJ Number
123925
Journal
Security Management Volume: 34 Issue: 5 Dated: (May 1990) Pages: 48,50-52
Date Published
1990
Length
4 pages
Annotation
Restrictive recruitment ads and appropriate questions on the pre-employment questionnaire can be used as alternatives to drug testing in screening out drug-abusing job applicants.
Abstract
For employers who prefer not to use drug testing in pre-employment screening, there are alternative measures that have been proven effective in screening out drug abusers. A study has shown that an employment ad which states that the applicant must have a clean drug history is effective in keeping many drug abusers from even applying for the advertised job. Drug abusers can also be identified through questions on the application form. Include a statement such as, "Please list the drugs you have tried or with which you have experimented." Surprisingly, many people will list the illegal drugs they have used. Those who do not want to reveal their drug abuse will either leave the answer blank or put a dash. Those who have not used drugs will usually write a bold "None" in the space. When such a question is asked on the application, ask the applicant to come back later in the day for a personal interview. Drug abusers typically fail to show for the interview, since they fear the drug issue may be discussed. Applicants can be asked directly in the interview whether or not they use illegal drugs. Answers may be truthful or body language may betray deception. Also, written paper-and-pencil tests devised by testing firms can scientifically determine drug abuse attitudes and behaviors with a high degree of accuracy.