What hiring looks like post-PAT implementation

[fa icon="calendar'] Aug 23, 2017 11:05:27 AM / by Deborah Lechner

A bad hire for a physically demanding job results in decreased productivity, higher turnover and greater risk of workplace injury. Physical Abilities Testing makes the hiring process much simpler for those charged with the task of hiring new employees, especially in physically demanding industries like transportation, logistics and distribution, utilities, manufacturing and construction.

By implementing PAT, your hiring process:

  1. Takes less time. While there is often a fear that implementing PAT will slow down time to hire, the time it takes to test for the right person is much shorter than hiring someone who isn’t a good fit. Think about it: if you hire someone who cannot meet the physical demands of a job, they will be less productive and have a greater chance of injury. They’re also more likely to burn out quickly and seek employment elsewhere. Turnover of a bad hire leads you back to square one. PAT only takes a couple of days. Someone who works unproductively for weeks or a few months and leaves before they’ve had time to truly be an asset to the organization has taken much more time and resources from the company. It’s important to hire the right person from the start.
  1. Costs less money. Time is money, and the time you spend hiring the wrong person is a waste of valuable hiring dollars. It’s time and energy you could have spent on finding a candidate who was capable of performing a job and more likely to stay with the company. Hiring smart from the beginning avoids costly turnover. Did you know that turnover can cost employers more than double the annual salary of an employee? That’s not a risk anyone in a talent acquisition role would want to take, and it doesn’t even account for the potential risk of worker injury expenses.
  1. Avoids litigation. Employment law is complex. Regulations regarding hiring are rigorous – you don’t want to break the rules and risk a fine, penalty, or worst-case scenario, a lawsuit. PAT helps you avoid these potential issues because it provides an accurate, objective evaluation of a potential new employee’s physical abilities as they relate to the job. A defensible PAT process starts with a thorough job analysis upon which screens are tailored to each job’s requirements. Further, it’s administered by experts who have been trained in a consistent, defensible testing process. The organization providing testing should have knowledge of EEOC, ADA and OFCCP compliance and should be prepared to help you handle any questions related to defensibility.

Pre-hire PAT allows employers to match workers more effectively to the physical demands of each job. This creates a safer work environment in which employees are more productive and less prone to injury. Consider adding pre-hire PAT to your hiring process -- it will make your job much easier. Call Lane Savage at 205-879-6447, ext. 224 to discuss how PAT can work for you.

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Topics: Workplace Safety, Injury Prevention, Physical Abilities Tests

Deborah Lechner

Written by Deborah Lechner

Deborah Lechner, ErgoScience President, combines an extensive research background with 25-plus years of clinical experience. Under her leadership, ErgoScience continues to use the science of work to improve workplace safety, productivity and profitability.