HRI’s new business partner, Aurico Reports, Inc., a leader in the field of pre-employment background screening, contributed the sobering facts below. Aurico Reports provides services nationally and internationally to Fortune 100 businesses and start-ups alike.
ANSWER: There are millions of drug abusers in the United States
According to the 2009 National Household Survey on Drug Abuse (NHSDA) approximately:
• 14.8 million Americans admit to current illicit drug use;
• 36.0 million Americans admit to abusing prescription drugs in their lifetime;
• 12.9 million Americans aged 12 and older and 12.4 million adults admit to “heavy” drinking (5 or more drinks on at least 5 or more occasions in the past month); and
• 2.1 million Americans 12-20 years of age admit to being heavy drinkers.1
ANSWER: The Vast Majority of Adult Drug Users are Employed
According to the government’s annual Household Survey on Drug Abuse in America, more than three-quarters (76.4%) of all illicit drug users 18 and older are employed full or part time… that’s approximately 16% of the working population (full- and part-time workers combined).
ANSWER: Drug Testing Works According to Drug Users
According to a federal government study of full-time employees who admitted that they used illicit drugs, 40 percent said they were less likely to work for a company that conducted random drug testing and 30 percent said they were less likely to work for a company that conducted pre-employment drug testing
ANSWER: Substance abuse costs you money
500 million is the number of workdays lost annually due to alcoholism. Employees who use drugs cost their employers about twice as much in medical claims as do non-drug using employees.
Learn more about Aurico Reports @ www.aurico.com.
A friend of mine is currently looking to make a career change and has been completing on-line applications for various employers. The other night she called while completing an application for an employer and she could not complete the application until she input her social security number, birth date and driver’s license number. This happened with two employers that have over 5,000 employees and a formal HR organization. Yikes! I am embarrassed for their CEO and the HR VP. Ironically, the job board where the jobs were posted, advises candidates to NEVER give your social security number or birth date on an application. That is the correct advice and their request was completely inappropriate, unnecessary and deviated from the most basic of HR practices.
Why is this important to you as an employer? There are a couple of reasons: 1) Many qualified candidates don’t feel comfortable providing this information and you will not get ALL of the best candidates. 2) You could be accused of age discrimination in your recruitment process and 3) You could be responsible for information security breach associated with an identity theft. Each of these items has significant business impact; TIME, MONEY AND REPUTATION.
You may require that information to process a background verification, but you don’t need it during the first stages of the recruitment process or on the application. First, determine that an applicant is a viable candidate and then invite them to continue in the recruiting process. This requires providing additional information on a separate document which you require for a background verification. Be specific why you are asking for each bit of information. In other words, don’t ask for a driver’s license unless the job requires driving. You usually need a social security number and birthday to validate a candidate’s identity, their legal right to work in the US, and search criminal records.
As for my friend, she felt that the security of her information was more important than applying for a job with an employer who clearly didn’t understand HR basics. Trust me, those two companies missed out on one heck of a candidate!