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Pre-Employment Drug Testing

One of the most important aspects of running a successful business is operational efficiency, and that extends through every level of a company’s infrastructure, from the way the computer network is maintained to the system of management used to organize employees. But there’s one area that has, in recent years, grown in importance, and that is hiring. After all, the hiring process is an extremely critical component of a workplace that can potentially affect every level of a company. When there’s an absence in an important position, work suffers. When a new person is hired, resources must be diverted for orientation or training, if it’s required. And if an employee resigns or is dismissed, this creates another hole that makes work challenging for everyone.

This is why now, more than ever, hiring the right person is an incredibly important aspect of management. And therefore, pre-employment drug testing can play a vital role in making sure that not only does the right person get the job, but no time, money or other resources are wasted on the wrong people holding onto the job for some critical period, only to create more problems with their inevitable dismissal. Often when hiring a liability, you end up owning that liability.

A person’s private life is their own affair, there’s no argument about that. However, when private activities begin to interfere with professional obligations, then it becomes a problem not just for the individual but for the organization that individual is affiliated with. Pre-employment drug testing is one of the best ways to keep problems from even occurring in the first place, and is an effective, front-line defensive and preventive measure to ensure that a working, efficient, established system in a workplace continues to operate that way without disruption.

An established, scrupulously applied pre-employment drug testing program can help a company hire the right candidate for that job!

To set up your pre-employment drug testing program call Lynn at 603-974-1030 or email [email protected]. 


Southern New Hampshire,
LLC, 24 Stickney Terr Unit 5,
Hampton, NH 03842 

“I thought we found the perfect person to fill our position. It’s day one and now I’m not so sure. What happened?”

How much time do you invest in onboarding new employees? Is it the same amount of time you spend trying to find the right person?

Businesses often devote a significant amount of time looking for the perfect person to join their team.  However, when the person arrives on day one, the onboarding process may not be impressive and the new employee’s immediate assessment of the company can be tarnished.  Having onboarding practices and being prepared for the entrance of a new team member are important in reaffirming the reason the candidate chose to work for the company.

Onboarding a new employee should be a day of welcoming the person to the organization, introducing him to his co-workers, showing him his work space, completing new-hire paperwork, reviewing the employee handbook to become familiar with the expectations of the company, and providing the necessary training so he can perform the job.

Make your new employee feel that the company is happy to have him on board.  If you or the hiring manager doesn’t have the time to spend with this individual on his first day, assign a mentor to your new employee.  The mentor should be someone that this individual will work with going forward and will be able to ask questions of.

Using Social Media for Employment Decisions

Within the past decade, the way businesses source new employees has changed significantly. The days of having your employment ad to the newspaper by the end of the day on Wednesday to make sure it hit the Sunday paper are behind us. Today, social media is used by over 90% of businesses for recruiting.

Sites such as Facebook, Twitter, and LinkedIn are used to hire, retain, and sometimes terminate employees. Using social media sites can speed up your hiring process and enable you to find a higher quality person — over 40% of businesses say quality of hiring is better when using social media.

Like anything, using social media has good aspects as well as bad.

Social media can be used positively by posting employment openings and job opportunities. Employers can use social media to view applicants’ recommendations made by their connections.

Sometimes, it is important for employers to use an individual’s appearance when making hiring decisions; social media can aid in this. However, always use caution regarding discrimination of a person based on gender, religion, sex, orientation, or ethnicity.

For employee retention, employers need to make social media policies clear and specific regarding what company information should and should not be discussed on social media.

Social media can be useful for the employer in providing verification of performance or proof of violating company policy. For instance, if an employee is posting during work hours and there is a clear policy prohibiting the behavior, or an employee posting before work hours that gives a little too much information to the employer.

As an example of too much information for the employer, imagine it’s Monday morning and you and the sales manager have a meeting with a very important prospect you have been trying to gain business from for months. The phone rings and it’s your sales manager saying he won’t be in due to a flat tire and having to wait for assistance. A coworker comes in to your office and shares that he read a post on social media earlier from the sales manager that boasted about what a great weekend he had, so much so that he called in a fake flat tire excuse to his boss in order to recuperate.