Job-specific post-offer employment testing is an ADA/EEOC compliant method for determining if a job candidate is physically capable of performing the essential functions of a specific job. One of the most frequently asked questions involves determining whether or not job-specific post-offer testing is needed within an organization.
To identify whether your organization would benefit from job specific post-offer testing, answer the following questions:
- Do your employees with 0-6 months experience on the job account for a significant percentage of your injuries?
- Have you noticed an increase in injuries for your employees who have been on the job for 0-6 months?
- Have you improved the physical work environment, but are still seeing increases in work-related injuries?
- Have you noticed an increase in workers asking to transfer to another department due to how physically demanding a job is?
- Are you experiencing high turnover rates in newly hired employees?
- Do you have one or more physically demanding jobs; i.e., in terms of manual material handling (lifting, carrying, pushing/pulling) and/or positional tolerances (sitting, standing, walking, fine-motor movements, etc.)?
- Due to the nature of the work and work environment, do you have a limited capability to decrease the physical demands of the jobs through ergonomics initiatives?
- Do you have plans for expansion and/or increased hiring demands?
If you answer “yes” to one or more of the above questions, job-specific, post-offer testing would benefit your organization.
Our free webinar with Dr. James Rethaber is coming up on April 6th. Sign up to get your questions about the Physical Demands Analysis and post-offer testing answered.