Pre-Employment Testing

Avoid Hiring Workers' Compensation Claims

    Many companies and organizations face the potential of hiring employees who are not physically capable of performing the requirements of the job. Pre-employment strength testing is proven to substantially reduce the cost of Workers' Compensation claims by matching the physical capabilities of the job applicant with the physical demands of the job.

    This technology helps identify an applicant's lack of strength necessary to safely perform a job. In many cases, the lack of strength is because of previous injuries, or pre-existing conditions, that are likely to be aggravated by the physical demands of the job being offered.

    When testing the strength of applicants or employees, companies have traditionally used one of two methods: 

    • Develop a detailed description of job-related functions and ask the applicant whether he or she is capable of handling the tasks. This method depends entirely on the honesty and knowledge of the applicant in answering the question.

     • Develop a post-offer Functional Capacity Evaluation where “conditionally” hired applicants are required to simulate the job in the presence of trained physical therapists or medical personnel. This process can take hours to complete, is very subjective, has a rejection rate of 1% in a population of applicants tested, and can cause injury to the applicant resulting in a Workers' Compensation or liability claim.

    You now have the most effective and reliable option with a proven track record of preventing costly Workers' Compensation claims:

    Pre-employment strength testing, or isokinetic testing, is an absolutely objective test that verifies each applicant's ability to perform the demands of the job. A wealth of case law supports the use of isokinetic testing as a legal hiring tool.

    The typical rejection rate for more traditional and less effective applicant testing is 1%. The rejection rate for pre-employment strength testing is 16%. This means that 15% of applicants “unfit” for the job are missed by current testing standards. For some industries, The Capitol Group has seen rejection rates as high as 30%.