Drug Testing and Background Checks: How They Work Together

Hiring the right person involves more than reviewing a resume and conducting an interview.

For many employers, especially those hiring for safety-sensitive, regulated, or high-responsibility positions, the hiring process may also include background checks and drug testing. Although these two screening methods serve different purposes, they can work together to give employers a more complete picture before making a hiring decision.

A background check may help verify a candidate’s identity, employment history, education, professional credentials, and criminal record. A drug test, on the other hand, is designed to determine whether certain drugs or their metabolites are present in a specimen at the time of testing.

Used appropriately and consistently, these processes can help employers make informed hiring decisions, support workplace safety, and meet applicable regulatory or company requirements.

But how exactly do background checks and drug testing work together?

Let’s take a closer look.

What is a Background Check?

A background check is a screening process used by an employer to verify information about a job applicant or employee.

Depending on the position, employer, and applicable laws, a background screening may include several different types of information.

Common components can include:

• Criminal record searches
• Employment verification
• Education verification
• Professional license verification
• Identity verification
• Address history
• Motor vehicle records
• Reference checks
• Professional credential verification

Not every background check includes all of these components. Employers typically select the searches that are relevant to the position and their hiring requirements.

For example, an employer hiring a commercial driver may have a greater need to review driving-related records than a company hiring an administrative employee.

Similarly, a healthcare organization may place greater emphasis on professional licenses and credentials.

The key point is that a background check evaluates information about a person’s history and qualifications, while a drug test evaluates a person’s specimen for specified substances.

What is a Drug Test?

A drug test is a laboratory or screening procedure used to detect specific drugs or drug metabolites in a biological specimen.

Workplace drug testing can involve several specimen types, including:

• Urine
• Hair
• Oral fluid (saliva)
• Alcohol testing using appropriate specimen types or methods

The type of test an employer chooses can depend on the purpose of testing, company policy, applicable regulations, and the substances the employer wants to test for.

Common workplace testing situations include:

• Pre-employment testing
• Random testing
• Post-accident testing
• Reasonable suspicion testing
• Return-to-duty testing
• Follow-up testing
• Periodic testing

For employers subject to U.S. Department of Transportation (DOT) regulations, testing requirements can be different from those applicable to non-DOT workplaces.

That’s why employers should identify whether a testing program is DOT-regulated or non-DOT before establishing their screening procedures.

Background Checks vs. Drug Testing: What’s the Difference?

The simplest way to understand the difference is this:

A background check looks at relevant information from a person’s history. A drug test analyzes a biological specimen for specified substances.

Here’s a quick comparison:

Background Checks	Drug Testing
Reviews historical information	Analyzes a biological specimen
May include criminal records	Looks for specified drugs or metabolites
May verify employment or education	May identify recent or historical drug exposure depending on test type
Can include driving records	Can be urine, hair, oral fluid, etc.
Helps verify qualifications and history	Helps employers implement a workplace drug-testing policy
Scope varies by position and employer	Testing panel and specimen type vary by program
Often conducted through screening providers	Usually performed through a collection site and laboratory/testing process

These aren’t competing screening tools.

They answer different questions.

That’s why some employers use both.

Why Do Employers Use Both Background Checks and Drug Testing?

Consider a hypothetical candidate applying for a safety-sensitive position.

The candidate may have:

• A clean employment history
• Appropriate qualifications
• The required professional credentials
• A satisfactory driving record

A background check can help verify those areas.

However, it does not replace a drug test.

Likewise, a drug test cannot verify whether a candidate actually worked for a previous employer or holds a valid professional license.

Using both processes can therefore help employers evaluate different aspects of employment suitability.

For example:

A background check may help answer:

• Is the applicant’s identity information consistent?
• Does the candidate’s employment history match what was provided?
• Does the candidate have relevant credentials?
• Are there reportable records that are relevant to the position?
• Does the applicant meet job-specific requirements?

A drug-testing program may help answer:

• Was the candidate tested under the employer’s policy?
• What substances were included in the test?
• Was the specimen collected and processed according to the applicable procedure?
• Was a result reported under the testing program?

Together, these processes can provide employers with more information than either process alone.

When Should Employers Conduct Background Checks and Drug Tests?

There isn’t one universal sequence that applies to every employer.

The appropriate timing depends on the employer’s policy, job requirements, applicable federal and state laws, collective bargaining agreements where applicable, and whether the position is regulated.

A common hiring workflow might look like this:

Step 1: Candidate applies

The employer receives the candidate’s application and evaluates basic qualifications.

Step 2: Conditional offer

Depending on the employer’s hiring process and applicable laws, the employer may make a conditional employment offer.

Step 3: Background screening

The employer obtains the legally required authorization and conducts the appropriate background screening.

Step 4: Drug testing

If drug testing is part of the employer’s hiring policy, the candidate receives instructions for completing the test.

Step 5: Results are reviewed

The employer reviews the screening results according to its established procedures and applicable laws.

Step 6: Hiring decision

The employer determines whether the candidate satisfies the requirements for the position.

This is only an example. Employers should establish their own process with appropriate legal and compliance guidance rather than copying a generic hiring sequence.

Why Timing Matters

One of the biggest mistakes employers can make is treating screening as an informal, last-minute step.

Imagine a company needs a new employee to start Monday. The candidate accepts the position Friday afternoon. The employer then suddenly requests a background check and drug test without having a defined process.

Now several questions arise:

• When should the candidate test?
• Which test should be ordered?
• Where should the candidate go?
• Who receives the result?
• What happens if the test is delayed?
• What happens if the background report contains potentially disqualifying information?
• Are the employer’s procedures consistent for all similarly situated applicants?

A well-designed screening process answers these questions before the hiring rush begins.

The Importance of a Consistent Screening Policy

Employers should establish clear, job-related screening policies rather than making decisions on a case-by-case basis.

For example, an employer might establish a policy stating that candidates for certain positions must complete a specified pre-employment drug test after receiving a conditional offer.

The company might also define which positions require:

• Background checks
• Motor vehicle record checks
• Drug testing
• Professional license verification
• Additional screening

Consistency matters because screening decisions can create legal and employee-relations risks if similar candidates are treated differently without a legitimate reason.

Employers should also periodically review their policies as federal, state, and local requirements change.

Drug Testing Is Not the Same as a Background Check

This distinction is particularly important for HR teams.

A criminal background check does not tell an employer whether an individual currently has drugs in their system.

Likewise, a drug test does not provide a complete picture of someone’s criminal, employment, educational, or driving history.

For example:

Candidate A

• Has no reportable criminal record
• Has excellent employment references
• Has the required qualifications
• Receives a drug-test result that requires the employer to follow its established procedures

Candidate B

• Has a satisfactory drug-test result
• But has employment or credential information that requires further review

The two screening processes can produce completely different information.

That’s why combining them may provide a more comprehensive screening strategy.

What Happens During a Workplace Drug Test?

The exact process varies depending on the testing program and specimen type, but a typical laboratory-based workplace urine testing process may include several stages.

1. Test is ordered

The employer or authorized party selects the appropriate test.

2. Employee receives testing instructions

The individual receives information about where and when to complete the collection.

3. Specimen is collected

The collection takes place at an authorized collection facility following the applicable procedures.

4. Specimen is sent for testing

When laboratory testing is required, the specimen is processed by the appropriate laboratory.

5. Results are reviewed

Depending on the testing program, results may go through additional review procedures, such as Medical Review Officer (MRO) review where applicable.

6. Employer receives the appropriate result

The employer receives the result through the established reporting process.

The employer should avoid making assumptions based simply on a candidate saying they “passed” or “failed” a test. The official result and applicable testing procedures should guide the next step.

What Happens During a Background Check?

Background screening can involve multiple searches depending on the employer’s requirements.

A typical process may include:

1. Applicant authorization

The employer obtains the required authorization and disclosures before conducting applicable consumer-report background screening.

2. Information is submitted

The screening provider receives information necessary to conduct the requested searches.

3. Records are searched

The provider conducts the appropriate searches based on the package ordered.

4. Information is verified or reviewed

Where applicable, records may be reviewed for accuracy and relevance.

5. Report is provided

The employer receives the screening report.

6. Employer follows applicable procedures

If the employer is considering adverse action based on a consumer report, federal requirements such as the Fair Credit Reporting Act (FCRA) may apply, along with applicable state and local laws.

This is an area where employers should have a clearly documented process and obtain legal guidance when necessary.

How Background Checks and Drug Testing Fit Into One Hiring Workflow

The two processes can be integrated into a single onboarding workflow.

For example:

Application → Interview → Conditional Offer → Background Screening → Drug Testing → Review → Hiring Decision → Onboarding

This creates a structured process instead of treating each screening requirement as a separate administrative task.

For HR departments managing a large number of hires, this can be particularly valuable.

A centralized workflow can make it easier to:

• Track screening status
• Identify incomplete tests
• Monitor pending results
• Maintain documentation
• Reduce manual follow-up
• Apply policies consistently
• Coordinate multiple screening requirements

What About DOT-Regulated Employees?

DOT-regulated positions require special attention.

Employers covered by DOT drug and alcohol testing regulations must follow applicable DOT requirements rather than simply applying a standard non-DOT workplace testing policy.

Depending on the regulated position and circumstances, requirements can involve:

• Pre-employment testing
• Random testing
• Post-accident testing
• Reasonable suspicion testing
• Return-to-duty testing
• Follow-up testing
• Employer responsibilities related to the DOT Clearinghouse for applicable CDL drivers

Background screening requirements can also be relevant to transportation employers.

However, employers should not assume that a general background check or general workplace drug test automatically satisfies DOT requirements.

DOT and non-DOT testing programs should be kept clearly separated.

When managing a DOT program, employers should consult the applicable DOT agency regulations and guidance.

Can an Employer Require Both?

In many circumstances, employers may use both background screening and workplace drug testing as part of their hiring process, but the exact requirements and limitations depend on the position, jurisdiction, employer policy, and applicable law.

Employers should consider:

• Federal requirements
• State and local laws
• Job-relatedness
• Consistency
• Candidate notification
• Required authorizations
• Privacy considerations
• FCRA requirements for consumer reports
• DOT requirements for regulated employees
• Applicable disability and employment laws

Marijuana laws can make this area particularly complicated because state laws differ and may change over time.

For that reason, employers should avoid relying on a one-size-fits-all national policy without reviewing the laws applicable to their workforce.

What If a Background Check Finds Something?

A background check result does not automatically mean an applicant should be rejected.

Employers should distinguish between finding information and making an employment decision based on that information.

Depending on the situation, employers may need to consider:

• Whether the information is accurate
• Whether it actually belongs to the applicant
• Whether the information is legally reportable
• Whether it is relevant to the position
• Whether applicable state or local laws restrict its use
• Whether the employer must provide notices or an opportunity for the applicant to dispute the information

For consumer reports covered by the FCRA, employers considering adverse action generally have specific procedural obligations.

Because these requirements can be technical, HR departments should establish an appropriate process before screening begins.

What If a Drug Test Produces a Positive Result?

A reported positive drug-test result should be handled according to the applicable testing program and employer policy.

Employers should not make assumptions based on:

• A candidate’s appearance
• Rumors
• Social media posts
• A candidate’s admission alone
• An incomplete or unofficial test result

The employer should rely on the official testing process and result.

For applicable laboratory testing programs, additional review procedures may be involved.

For DOT-regulated testing, the process has specific regulatory requirements, including Medical Review Officer procedures and, when applicable, Substance Abuse Professional requirements.

The correct response depends heavily on whether the test is DOT or non-DOT and what type of result was reported.

Background Checks and Drug Testing: Common Mistakes Employers Make

Even organizations with established HR departments can run into problems when screening processes are poorly coordinated.

Here are several common mistakes to avoid.

1. Treating Every Position the Same

A warehouse employee, commercial driver, healthcare worker, and office administrator may have very different job responsibilities and regulatory requirements.

Screening should be appropriately tailored to the position.

2. Using the Same Drug Test for Every Employee

Different testing programs may require different panels, specimen types, or procedures.

Employers should select tests based on their documented policy and applicable requirements.

3. Waiting Until the Last Minute

A candidate may not be able to complete a drug test immediately.

Collection-site availability, weekends, holidays, candidate schedules, and laboratory processing can affect timing.

4. Forgetting About State and Local Laws

Employment screening laws can differ substantially across jurisdictions.

A policy that works in one state may require modification elsewhere.

5. Mixing DOT and Non-DOT Procedures

DOT testing is governed by specific federal requirements.

Employers should maintain clear procedures for DOT-regulated employees.

6. Making Decisions Based on Unverified Information

Background reports and drug-testing results should be handled through established processes.

HR should avoid informal conclusions based on incomplete information.

7. Failing to Document the Process

Documentation can help employers demonstrate that their screening program is consistent and properly administered.

How Employers Can Build a Better Screening Program

A strong screening program doesn’t have to be complicated.

Start by answering a few basic questions.

1. Which positions require screening?

Create a position-by-position matrix.

For example:

Position	Background Check	Drug Test	MVR	DOT
Office Staff	Yes	Policy dependent	No	No
Warehouse	Yes	Policy dependent	No	No
Commercial Driver	Yes	Yes	Yes	Potentially
Delivery Driver	Yes	Policy dependent	Yes	Depends on role
Safety-Sensitive Position	Yes	Often	Depends	Depends

This is only an example. Actual requirements should be determined based on the employer’s policies and applicable laws.

2. What type of drug test is required?

Determine:

• Specimen type
• Testing panel
• Testing frequency
• Collection requirements
• Laboratory requirements
• Reporting process

3. Who manages the background screening?

Determine whether HR, a third-party screening provider, or another authorized party will coordinate the process.

4. Who receives drug-test results?

Limit access to authorized personnel and establish appropriate confidentiality procedures.

5. What happens when results require additional review?

Create a documented process before an issue occurs.

6. How will candidates be notified?

Candidates should receive clear instructions about the screening requirements and what they need to do.

How Technology Can Simplify the Process

Managing background checks and drug testing manually can quickly become difficult.

Imagine an HR team hiring 50 employees in one month.

Each candidate may have:

• Application information
• Background screening status
• Drug-testing status
• Collection appointment information
• Result status
• Hiring status
• Onboarding documentation

Without a centralized workflow, HR may spend hours sending emails and updating spreadsheets.

Online drug-testing platforms can simplify portions of the process by allowing employers to:

• Order tests online
• Send testing instructions
• Locate testing facilities
• Track order status
• Manage employee testing
• Access results through an employer portal
• Organize testing records

Background screening platforms can similarly help employers initiate and track screening workflows.

The goal isn’t simply to add more technology.

The goal is to reduce administrative friction while maintaining a consistent screening process.

How Long Does the Entire Process Take?

There is no universal timeline.

A drug test may be completed quickly when a collection site is readily available, but laboratory processing and review can affect when a final result is reported.

Background checks can also vary substantially.

A straightforward verification may be completed quickly, while searches involving additional jurisdictions, records, or manual verification may take longer.

Factors that can affect timing include:

• Type of background check
• Number of searches
• Candidate’s information
• Location
• Court or records availability
• Type of drug test
• Specimen collection timing
• Laboratory processing
• Additional result review

Employers should build reasonable time into their hiring workflow rather than promising every candidate a specific turnaround time unless the provider can reliably support it.

Does a Drug Test Show Criminal History?

No.

A drug test and a criminal background check are fundamentally different.

A drug test analyzes a specimen for specified substances or metabolites according to the test ordered.

A background check may search relevant records and databases for information about an individual’s history.

One does not replace the other.

This distinction is especially important when explaining screening requirements to applicants.

Does a Background Check Show Drug Use?

Generally, no.

A standard criminal or employment background check does not function as a drug test.

Although a background report could potentially contain legally reportable information related to certain drug-related offenses, that is very different from determining whether a drug or metabolite is present in a person’s specimen.

If an employer wants to conduct workplace drug testing, it needs an appropriate drug-testing program.

Should Small Businesses Conduct Both?

A small business may not need the same screening program as a large corporation.

However, company size alone shouldn’t determine screening requirements.

The more important questions are:

• What does the employee do?
• Is the position safety-sensitive?
• Does a law or regulation apply?
• Does company policy require screening?
• Does the employer operate vehicles?
• Does the employee work around vulnerable populations?
• What risks is the employer trying to manage?

For some small businesses, a basic background check may be appropriate.

For others, combining background screening with drug testing may make sense.

The best program is one that is job-related, consistently applied, legally compliant, and practical to administer.

A Practical HR Checklist

Before implementing a combined background-check and drug-testing process, HR teams should review the following:

Policy

Define which positions require screening

Define the types of background checks used

Define drug-testing requirements

Separate DOT and non-DOT procedures where applicable

Establish procedures for reviewing results

Candidate communication

Explain screening requirements

Provide necessary notices and authorizations

Give clear drug-testing instructions

Explain deadlines and next steps

Compliance

Review applicable federal requirements

Review state and local requirements

Review FCRA requirements when applicable

Review DOT requirements for regulated positions

Keep policies consistent

Administration

Track screening status

Monitor pending tests

Maintain appropriate records

Limit access to sensitive information

Establish a process for exceptions or disputed information

Candidate experience

Make instructions easy to understand

Provide convenient testing locations where possible

Avoid unnecessary delays

Give candidates a clear point of contact

Handle results confidentially

The Bottom Line

Background checks and drug testing are different tools that can complement each other.

A background check can help employers verify relevant information about an applicant’s history, qualifications, and records.

Drug testing can help employers implement a workplace testing program designed to identify specified substances or metabolites in accordance with the applicable testing procedures.

When combined thoughtfully, they can become part of a broader employee-screening strategy that helps employers:

• Make more informed hiring decisions
• Support workplace safety
• Verify job-related qualifications
• Meet applicable regulatory requirements
• Establish consistent hiring procedures
• Reduce administrative confusion

But the key is not simply to “run a background check and drug test.”

The real value comes from having a well-designed process around both.

Employers should determine which screening methods are appropriate for each position, communicate requirements clearly, use consistent procedures, protect applicant information, and stay current with applicable federal, state, and local requirements.

For employers hiring frequently or managing multiple locations, an online drug-testing platform can also make the testing side of the process significantly easier to organize.

Frequently Asked Questions

Are background checks and drug tests the same thing?

No. A background check generally reviews information about an individual’s history, such as criminal records, employment, education, credentials, or driving records. A drug test analyzes a biological specimen for specified substances or metabolites.

Can an employer require both a background check and a drug test?

Depending on the position and applicable law, an employer may use both as part of its hiring process. Employers should establish a consistent policy and comply with applicable federal, state, and local requirements.

Should the background check happen before the drug test?

There is no single sequence that applies to every employer. Some organizations conduct both as part of a post-offer screening process. The appropriate workflow depends on company policy, applicable laws, and job requirements.

Does a criminal background check detect drug use?

No. A criminal background check and drug test serve different purposes. A background check may identify legally reportable criminal records, while a drug test analyzes a specimen for specified substances or metabolites.

Does a drug test show a person’s criminal record?

No. A drug test does not function as a criminal background check.

How long do background checks and drug tests take?

The timeframe varies. Drug-testing turnaround can depend on collection timing, specimen type, laboratory processing, and review procedures. Background checks can vary based on the searches requested and the availability of records.

Are DOT drug tests different from regular workplace drug tests?

Yes. DOT-regulated testing must follow applicable DOT regulations and procedures. Employers should not assume that a standard non-DOT workplace testing program satisfies DOT requirements.

 

Build a Screening Process That Works for Your Business

Background checks and drug testing don’t have to become another administrative headache for HR.

The right combination of screening, clear policies, convenient testing locations, accurate documentation, and a well-defined workflow can make the hiring process easier to manage while supporting workplace safety and compliance.

If your organization conducts pre-employment, random, post-accident, reasonable suspicion, return-to-duty, or other workplace drug testing, establishing a centralized testing process can help your HR team spend less time managing logistics and more time focusing on people.

The goal isn’t simply to screen candidates. It’s to build a consistent, practical, and responsible hiring process from the start.