The Well Workplace

What is PAT? (Pre Employment Physical Abilities Testing)

Posted by Justin Shepherd
Aug 1, 2022 2:09:46 PM

 Hint… It’s not that weirdo from procurement who steals your Cheetos and then wipes their hands on your chair

You’ve probably heard or read the term PAT in relation to hiring, especially for physically demanding jobs. But, what does the term PAT stand for, and what does it really mean? This blog will help you better understand what PAT is and hopefully inform you how a well-designed pre-hire, post-offer PAT can help you identify candidates who are less likely to end up on your OSHA recordables log and help keep production at your facility running at full steam.

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When Hiring Just to 'Fog a Mirror' Is a Bad Idea...

Posted by Deborah Lechner
Mar 3, 2022 8:13:25 AM

When Hiring Just to “Fog a Mirror” Is a Bad Idea…

In today’s “post pandemic shutdown” era, the universal cry from almost all industries is that they can’t hire enough workers.  Cries of worker shortage abound.

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Five Questions to Help You Determine Whether Pre-Hire Physical Abilities Testing Is Right for Your Organization?

Posted by Deborah Lechner
Feb 10, 2021 12:47:48 PM

Hands of warehouse worker lifting box, horizontalPre-hire Physical Abilities Testing is a GREAT tool for reducing injuries and costs – often as much as 50-75% within the first 1-2 years of testing.  However, it isn’t right for every organization.   If you’re considering doing Pre-Hire Physical Abilities Testing (PAT), but aren’t sure whether it will benefit your organization, consider these five questions to help you decide: 

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Maximizing the Benefits of Your Pre-Hire Fitness for Duty Testing

Posted by Deborah Lechner
Sep 30, 2020 1:28:26 PM

PAT savingsOur clients tell us that one of the most valuable things we do is to help them track the outcomes of their pre-hire testing programs. After all, how do you know if your testing is reducing injuries and work comp costs if you don’t periodically evaluate the before and after picture?

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How Much Is It Costing You Daily to NOT Do Pre-Hire Physical Ability Testing?

Posted by Deborah Lechner
Sep 10, 2020 12:57:53 PM

Before starting pre-hire/post-offer Physical Abilities Testing (PAT), several ErgoScience clients expressed concern about starting the program in the middle of their “busy” season.  Or starting testing in a tight labor market.  Others were concerned about the “slow down” it might create in their hiring process.  We frequently hear concerns from organizations that need to hire quickly.

flushing-money  But when they looked at their total annual workers’ compensation expense and broke it down into a daily number, these companies quickly realized that to delay starting pre-hire PAT – for any reason -  just didn’t make sense.   Some were spending $5,000, $7,500, $10,000 per day or more!  

Do you know your daily number?  Have you done the calculations to know your annual cost for strains and sprains and slips trips and falls?  (Yes, include slips, trips and falls if you test with ErgoScience.  We include balance testing in our PAT which dramatically lowers the number of slips, trips and falls and their associated costs for our customer.)  

Calculate a daily work comp expense number.  If you don’t know the costs but know the number of lost-time injuries, just take that number and multiply it by $40k (the average cost of a lost time strain or fall) to determine the direct cost. And then multiply that number times 1.2 to get the indirect costs.  Then add those 2 numbers together.  Yes, the average total cost of a lost time injury is over $80K!

Then break your annual number down into monthly, weekly and daily costs.  Chances are that when you do, you’ll be unpleasantly surprised with a number you’d rather not see.  And a number you don’t have to see - if you start pre-hire PAT.  ErgoScience case studies show that our clients reduce work comp costs among new hires by 50-70% within the first year of testing.  

ErgoScience makes starting the testing painless.

  • Depending on the number of jobs you want to test, ErgoScience can get you set up for testing in 2-4 weeks. 
  • We can do both the job analysis and the testing remotely via a telehealth approach to minimize the exposure of your associates and job applicants, if you prefer. 
  • Your associates’ involvement in the set up of testing, is minimal.  ErgoScience does all the heavy lifting, (pun intended).
  • Our Account Representatives take the burden of scheduling the test off of your talent acquisition team.  All you do is request the test, and we take it from there.

Your Hiring Process Won’t Experience Delays

  • Our average turn-around from time the test is requested to having the report at your fingertips is 3 days, if the applicant is sent to a clinic.  
  • If you’re doing remote testing, you can have the test conducted the same day as your job offer if you want.  It doesn’t get any faster than that.

Your Fail Rate Won’t Stymie Your Operations

  • Our average fail rate ranges from 5-9%, depending on the difficulty of your jobs and the make up of your hiring pool.  So, for every 100 people you hire, you’ll have to interview and make an offer to 5-9 more.  
  • Compare that to hiring those 5-9 people, having them get injured within weeks or months of joining your company, doing all the administrative functions that surround documenting and following up with an injured worker.  And on top of all that, having to hire their replacements anyway.  
  • It just seems like a merry go round that you’d want to get off.
The bottom line?  Chances are you’re spending more money every single day for work comp injuries than you need to be.  How much new goods or services does your company have to sell to get that income back?  For most, it’s millions of dollars of new sales.  You really can’t afford to delay. 
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Years of Experience May Make Truck Drivers Less Physically Qualified To Do The Job

Posted by Deborah Lechner
Aug 26, 2020 7:40:50 AM

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Nuclear Verdicts: How Trucking Companies can reduce their Risk

Posted by Justin Shepherd
Jun 29, 2020 2:20:18 PM

Nuclear Verdicts

Nuclear verdicts are a hot topic in the trucking and transportation industry, and for a good reason. In 2010 there were less than 10 cases against trucking companies with a verdict over $1 million; in 2011, there were nearly 60, and there haven’t been less than 30 in a year since then. And it’s not just the number of cases that is increasing, but the amount of the verdict. The average verdict in 2010 was $2.3 million; in 2018, it was $22.3 million 1.
A single finding against a trucking company can be catastrophic, sometimes even forcing their closure. With that in mind, is there anything a company can do to reduce the risk that one of their drivers will be involved in one of these cases? The answer is: Absolutely!

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A Really Bad Surprise is Returning to Work After COVID

Posted by Deborah Lechner
Jun 11, 2020 7:30:29 AM

A Really Bad Surprise is Returning to Work After COVID

A Really Bad Surprise is Returning to Work After COVID

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The Risk of Hiring When You Don’t Know What They’re Hiding

Posted by Lane Savage
Aug 31, 2016 4:14:10 PM

In its annual survey of hiring managers, the 2016 HireRight Employment Screening Benchmark Report shows the single biggest issue facing HR professionals today is finding qualified job candidates. Across industries and around the country, the labor market has tightened dramatically. In fact, HireRight reports that 77 percent of the nearly 3,500 survey respondents indicate they will be growing headcount this year. If you are in the market for new talent – and let’s face it, who is not – chances are you have experienced the same thing. With so many jobs available to be filled, the quality of those still looking is probably declining, too.

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