Pre-employment testing can tell you whether a hiring candidate is physically capable of performing the essential functions of the job. Many employers use various types of pre-employment tests to evaluate prospective new job candidates. Depending on the company and type of job, these tests might include:

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When you come right down to it, productivity is the lifeblood of any business. If you can’t get things done, you have no products or services to sell. If you can’t do things well, your products will be poor quality. And if you can’t get things done on time, you’ll lose customers. Post offer employment testing (POET) can help improve your firm’s productivity.

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Employers across all industries use pre-employment testing to improve their hiring process. You can test for almost anything. You can assess thinking ability and basic office skills. You can conduct drug and alcohol tests. Or you can evaluate medical and physical fitness.

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An on-site ergonomic evaluation looks at a specific job and its surrounding environment. The point is to identify all the essential functions and tasks necessary for someone to perform the job. Companies that are serious about worker safety use ergonomic evaluation to improve their hiring process. They also use it to improve management of workers’ comp claims.

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Post offer employment testing (POET) improves hiring quality for companies in many industries. But you cannot use just any test. And you cannot pick and choose who takes your test. Equal Opportunity laws dictate these things. You don’t want to run afoul of the law. In this article we look at the potential pitfalls of POET. We’ll also explain how you can avoid these potential problems.

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In our last blog article, we talked about where to find pre-employment screening services. Choosing the right person to perform the screening is just as important. Lisa Quast is a career consultant with a background in HR. She warns, "Because employment tests are periodically challenged in court, employers must make sure tests do not violate federal, state, or local EEOC laws, including Title VII." Tweet this quote.

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Employers often use pre-employment screening services to complete their hiring process. Some employers order personal background checks on prospective new hires. Some companies require candidates to undergo various medical or physical examinations. The law says you cannot require these screenings unless you’ve made a bona fide job offer. But the law does not specify who can or should perform the tests or where screenings should take place.

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Is it possible that post-offer employment testing (POET) could make our highways safer? We recently read an article that made a good case for pre-employment testing of commercial truck drivers. The article suggested that routinely testing candidates can uncover serious, relevant medical conditions that may limit his or her ability to perform the essential functions of their job. And that may help avoid catastrophic highway accidents.

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