Job Analysis
Before you ramp up your hiring efforts, you should conduct a thorough job analysis for each position, including physical job demands, and make sure they're kept current and referred to during the hiring process. A few of the benefits of performing systematic job analysis include the following:
- Reduces the risk of excessive lost-time claims for work-related injuries by clarifying physical demands and essential job functions
- Facilitates return-to-work by improving communications between employer, employee and the treating healthcare provider
- Covers various legal obligations, including compliance under the Americans with Disabilities Act Amendments
- Defines performance expectations for new and existing employees
Recruiting and interviewing
Hiring qualified candidates can have a direct impact on your workers' compensation costs. If you've conducted a thorough job analysis, it will help you create a more detailed job description which can, in turn, help you develop interview questions that will help you find more qualified candidates.
There are many other steps you can take to recruit and hire more effectively and reduce potential insurance losses, both workers' compensation and employment practices liability. Some tips to keep in mind:
- Recruit with regulators in mind and be up-to-date on regulatory standards.
- Conduct interviews appropriately, communicating expectations clearly and giving specific job descriptions and qualifications.
- Administer tests carefully and establish a policy for background checks, testing and other selection procedures to assure consistency.
- Be sure company policy covers the protection of personal information.
Hiring and regulatory compliance
Employment law and regulation is one of the most complex issues employers face. Failure to comply can cost you dearly in the form of fines, litigation and costs to demonstrate compliance. You should be considering the impact of employment regulations on every step of the hiring process.
Recent changes in federal legislation, particularly the Americans with Disabilities Act Amendments of 2008 (ADAA) and the Genetic Information Nondiscrimination Act of 2008 (GINA) have a significant impact on the hiring process.
Helpful Links: GINA Resources
Helpful Links: ADAA Resources
Pre-employment and post-offer testing strategies
A good pre-placement and post-offer testing strategy can help you place the right people in the right jobs.
By properly implementing these practices, you can benefit in a variety of ways, including:
- Reducing injuries on the job
- Producing higher productivity for the workforce
- Increasing employee retention
- Reducing turnover costs (hiring, training, etc.)
- Using objective data for hiring, which increases defensibility with future injuries
- Comparing an employee's current status (when injured) with his/her initial status at time of hire
Orientation and training
A well-planned and effectively executed employee orientation and training program can help improve the stability and productivity of your workforce and help minimize the costs associated with turnover and employee injury.
Effective orientation can help reduce the time and cost required to get employees to the point where they can begin making productive contributions to your organization. Good training helps you make the most of your workplace investment by making employees feel valued, increasing their productivity and efficiency, achieving consistent performance and assuring regulatory compliance.
Helpful Links