AB Global's Pre-Employment Screening Blog

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Electronic drug test registrations are a powerful tool for modern hiring and workforce management. They allow organizations to send candidates to testing locations quickly, track completion in real time, and maintain clean digital records for compliance. One detail that is often overlooked, however, is the expiration date attached to each registration.
A background check at the time of hire is a critical first step, but it's only a snapshot. Employees' circumstances can change long after that initial screening, and organizations that rely solely on pre-hire checks can find themselves exposed to risks they never saw coming. That's where post-hire monitoring comes in.
When conducting a background screening, one of the most critical components is identifying an applicant’s AKA, or “Also Known As” name. An AKA can include: Maiden names Nicknames Previous legal names Alternate spellings Aliases that an individual has used throughout their life.
Why is service such a challenge? It is because business leaders often try only to be as good as they think they need to be. The prevailing thought here is that being more than what they need to be is a waste.
AB Global was founded on a simple belief: background screening should be built on trust, not assumptions. For decades, the industry operated a certain way. Processes were built behind closed doors. Data moved through systems most clients never saw. Decisions were made without clear visibility into how, where, or by whom sensitive information was handled.
In workplace drug testing programs, accuracy and compliance are critical. Employers rely on drug testing results to make hiring decisions, maintain safe workplaces, and meet regulatory requirements. What many people outside the industry may not realize is that before a drug test result is finalized and reported, it goes through an important medical review process. This step is handled by a Medical Review Officer, commonly referred to as an MRO.