Hiring and Workers’ Comp Costs
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The opportunity to hire new workers can be an exciting time for any company, offering the potential to add someone with new skills or fill a vacated position. But the U.S. Bureau of Labor Statistics reports that workers with only one year of experience, who represent 25% of the workforce, make up 34% of lost-time claims and costs.
It’s critical for companies to use pre-screening tools and pre-employment testing to identify potential candidate liabilities or a likelihood for workers’ compensations claims.
When screening applicants, employers are encouraged to perform:
- A work history check to verify references and employment history.
- A criminal record check. Patterns of fraud or criminal activity could be a red flag.
- A credit check.
- A medical, alcohol or substance abuse test. Most of these screenings can be done only after a contingent job offer has been made.
- A workers’ compensation background check. This can only be done after a contingent job offer has been made and is not available in all states. Check with your background screening company
- for availability or potential restrictions of such a check.
Other evaluations to consider include:
- Aptitude, personality or integrity tests. These can indicate a candidate’s fit within a company’s culture and can detect those who may be inclined to lie or cheat.
- Strength tests. While this is relatively new, this process can eliminate applicants who may be physically unable to perform necessary job duties.
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