1. A company has a rigorous drug use and criminal conduct screening process for all job applicants. The drug test is a straightforward pass/fail screen. HR is the only party involved who has access to more details about the results. A hiring manager comes to HR wanting more details about a candidate disqualified on the drug screen. The manager asks, "Was it just marijuana?"

• What are the main issues raised by this scenario?
• How would you handle this?
• What HR competencies would be useful here?

2. In another application, a criminal background report indicates that six years ago a candidate was convicted of driving while intoxicated (DWI), and her driving license was revoked for six months. Driving is not part of the duties for this job position. The hiring manager is new to the company, and this is his first hire. He feels very invested in this choice. He calls HR to check on the applicant's progress.

• As an HR professional, what are your main responsibilities in this situation?
• How would you handle this?
• What HR competencies would be useful here?