Pre-employment testing is there to greatly filter the applicants, removing all those who are not physically able to do the job. But once an applicant is already offered a job contingent, he may be subject to a post offer or post employment testing.
Like pre-employment testing, post offer testing’s goal is determine whether the person is capable of doing the job in a way that will not cause harm to himself or the others around him. It is a good way to prevent injuries in the workplace and turnovers in the company, as those things can affect the company’s productivity and financial standing.
If pre-employment testing is mostly about the raw, physical aspects of a person, post offer testing is much more rigorous. It can involve medical elements such as medical history, and quantifiable physical attributes like body fat index, weight index, and limb strength.
The testing is conducted in a medical environment by healthcare professionals and representatives. It can be specifically designed to reveal impairments that pre-employment testings cannot reveal. And since the medical results are quantifiable, they can be considered to be well-documented. These documents are stored in a database or in a physical storage, and are brought out when necessary. The results can also be viable grounds to cancel the offer and not hire a person.
Post employment testing is definitely more expensive compared to pre employment testing, because it is performed by legitimate medical personnel. But it can be a better filter of applicants because of the objectivity and quantifiable nature of the test.
Employers can look at it as a necessary investment. If employers go for a post employment testing, they are minimizing the possibility of workplace accidents and workmans’ compensation cases, incidents that are known to take up a lot of money, time, and other resources in the part of the employer.
But potential employees also benefit from such tests. They become safer from job frustration and unnecessary injuries.Read More