Post-offer employment testing, also known as physical abilities testing, gives employers the ability to ensure candidates are physically capable of performing the essential functions of a job. This is not a new concept, but some organizations avoid this type of testing due to the fear of being sued for discrimination. Case in point, just last month an organization paid $3.2 million as part of a lawsuit settlement as a result of a discrimination lawsuit filed against them by the U.S. Equal Employment Opportunity Commission (EEOC). This can easily be avoided, though.
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.