PRE-EMPLOYMENT POST-OFFER AGILITY TESTING
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DELIVERABLES
WHY SHOULD YOUR COMPANY USE AGILITY TESTING?
PROVEN EFFECTS ON ROI
Agility testing statistics show companies can save an average 80% on medical claims and reduce MSD’s slips, trips, and falls by up to 96%.
REDUCE TURNOVER, INCREASE SAFETY
Hiring candidates that meet the basic physical requirements of the job reduces turnover and injuries. This is HR and Safety working hand in hand.
IMPROVE WORKFORCE QUALITY
Agility testing helps your company use EEOC/ADA compliant testing to identify the applicants not physically capable of performing the job before hiring them.
WHATS’S WRONG WITH MOST EMPLOYMENT TESTING?
Many companies are not using NIOSH standards and their tests are not defensible in court.
NIOSH, through a comprehensive national examination, has established that an optimal threshold for failure rates stands at 10%. This percentage encapsulates the concept of the "hidden walking wounded," denoting candidates who, at the point of application, are unable to fulfill the essential job functions. If a test clears more than 90% of applicants, it's indicative of being too lenient. Conversely, if the test's pass rate falls below 90%, it would be considered, according to NIOSH guidelines, excessively challenging and thus invalid.
PRE-EMPLOYMENT POST-OFFER AGILITY TESTING RESOURCES
AGILITY TESTING E-BOOK
Why Should Your Company Use Agility Testing?
Eliminate the 'walking wounded.' PE/PO agility testing allows for companies to ensure that a candidate for employment can meet or exceed the physical requirements of the job within EEOC/ADA compliance.
ANALYSIS OF AGILITY TESTING
The first criteria for EEO and ADA compliance are the clear and objective determination of essential, marginally essential and non-essential job functions. Once determined, the next step is to identify the physical demands of the job elements and tasks. This process is referred to as “job analysis.”
The rise in discrimination and harassment lawsuits, as discussed in the article "Employers Beware: Discrimination Lawsuits Continue to Rise," underscores the importance of fair pre-employment post-offer agility testing for all candidates, including those with physical disabilities. In today's legal climate, employers must proactively prevent legal troubles.
GSC COMMENTS ON SHRM ARTICLE
MANY PRE-EMPLOYMENT AGILITY TESTS…
Are NOT EEOC or ADA compliant
Do NOT fall within the NIOSH failure rate of 10%
Are NOT based on actual measurements but on interviews and observations
Are developed by therapists or FCE testing companies that have never defended the methodology
Are NOT validated with employees that are currently performing the job
Are NOT standardized to ensure consistency for every applicant
Are NOT updated when there are changes to the job that may affect the physical requirements
Are NOT based on the Department of Labor Handbook for Analyzing Jobs that defines every aspect of a job
WHAT YOU DON'T KNOW CAN HURT.
WHAT YOU DON'T KNOW CAN HURT.