A company is consistently having trouble hiring designers in its creative department, a key unit within marketing that produces all the graphic and pictorial art deliverables for clients. After a couple of months, the recruiting team finds a strong candidate. The candidate requests working first as an independent contractor and then transitioning to permanent employment. After two weeks, work is going smoothly, and the creative unit manager is working with the HR manager to extend an employment offer. Company policy requires all new candidates must successfully pass a drug screen as a condition of employment, but when the candidate is tested, the candidate tests positive for marijuana. The HR manager questions the candidate, who states that the drug was used while he was on a consultancy job in a state where recreational use of marijuana is legal.
The senior executive team requests that the HR manager research industry leanings regarding hiring policies and drug use during personal time.
How should the HR manager gather the information?