Taking on New Employees: Minimizing Risks
Hiring a new employee is always a gamble, as they may bring issues that affect operations and your bottom line. Some may have substance abuse problems, a history of theft, or a tendency to file workers’ comp claims. Such individuals can game the system, filing false claims, exacerbating previous injuries, or malingering to collect benefits after they have healed.
Here are some strategies to help avoid hiring individuals likely to file a fake injury claim or experience workplace injuries:
Dig Deeper in References
Vetting applicants is often limited to calling provided references and possibly conducting a drug test. However, contacting references can be more effective if you ask them if they know others who may have insight into the applicant. Extending your reach can yield additional information for evaluating a candidate.
The Integrity Test
Many employers avoid integrity tests due to perceived expense. However, a study by Cornell hospitality professors Michael Sturman and David Sherwyn of 27,000 employees at a national hotel chain highlighted the value of these tests.
Using a test developed by American Tescor, the hotel chain hired 6,100 of 29,000 applicants. Data showed that new hires who passed the test had fewer workers’ comp claims than existing employees, indicating that integrity tests can be valuable tools for screening applicants.
Avoid ‘Medical Baggage’
Consider requiring a pre-employment physical for any applicant who has been offered a job. Candidates who have been out of the workforce may not be in physical condition for certain roles. Prolonged inactivity can lead to back, neck, and repetitive motion injuries.
Job applicants may also carry “medical baggage” not disclosed on their applications but potentially revealed through a thorough physical examination.
Drug Testing
Drug testing goes beyond identifying illegal substances. It can reveal if an applicant takes prescribed medication for a past job-related injury, which is information typically not available on job applications.
The goal is to gather reliable information to form a complete picture of the candidate. While this requires time and additional costs, the investment is minimal compared to the expense of hiring someone prone to workers’ comp claims or workplace injuries.
Employers should ensure compliance with state and federal laws regarding drug screenings.