This best-practices guide shows how background checks and drug testing protect brand, people, and compliance—not just against negligent hiring. It urges “front-loading” requirements, automating via ATS/mobile tools, and building a scalable, global process. Implementation steps: set candidate communications, select job-specific checks (criminal at multiple levels, MVR, education/employment verifications, I-9/E-Verify, sanctions), add occupational/biometric services (drug/alcohol tests, physicals, fingerprinting), use adjudication matrices and FCRA adverse-action workflows, and monitor with dashboards plus quarterly reviews. Compliance anchors: FCRA duties, EEOC individual assessment, and Ban-the-Box awareness.

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