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Home > Partnership Products > Risk & Injury Management > Informed Hiring
Informed Hiring
At Benefit Consulting Group, we pride ourselves on our unique approach to helping our clients. Because we begin our client relationships by listing to what’s important to them—understanding their business goals and objectives—we are able to assist them in a way they will not typically find with other vendors.
Informed Hiring—The Smart Way To Hire and Protect Your Business
The primary goal of an informed hiring program is to provide your business with defensible information on an applicant’s ability to perform the job based on objective data rather than subject reports. Only then can you truly protect your company from unwarranted compensation claims.
BCG clients have access to an industry-leading solution to out of control workers’ compensation claims. Our affiliate, Bailey, Haskell & LaLonde (BHL) insurance, has developed a unique and tested system of work skills assessments, field surveys to perform job task analysis, creation of proper job descriptions, and testing to create a fully defensible hiring process called EmploySmart®, The Informed Hiring System™. Read what one client has to say about the effectiveness of EmploySmart®:
"The escalating cost of employee turnover and healthcare were out of control. EmploySmart® from BHL has put the brakes on rising costs and is helping us to be sure we have the right people in the right jobs. More importantly, EmploySmart® has dramatically reduced our exposure to extensive compensation claims."
-- Art Coughlin, Loretto
At the heart of the EmploySmart®, The Informed Hiring System™ is a skills assessment that is designed by undertaking a thorough on-site task and work environment analysis to quantify the essential job demands and risks. As a condition of employment, all applicants in the selected work group as defined by incident occurrence, will complete a post-offer/pre-employment work skills assessment. The assessment is designed in accordance with the Americans with Disabilities Act, allowing the employer to determine if the applicant meets the essential functions of the job and make an informed hiring decision.
As a condition of employment, all applicants in the selected work group will complete a Post Offer / Pre Employment Work Skills Assessment that has been designed in accordance with Americans with Disabilities Act. The results of the work skills assessment will be used by the employer to determine if the applicant meets the essential functions of the job and make an informed hiring decision.
Protect Yourself From The Risk Of Hiring The Wrong Candidates
EmploySmart®, The Informed Hiring System™, available exclusively from BHL is the solution to properly evaluating potential new hires’ ability to perform the job they seek.
EmploySmart® offers the critical analysis and documentation required to provide your company with defensible information that protects you from unnecessary legal and compensation costs:
- Quantitative job descriptions
- Quality pre-placement physical and drug testing
- Work skills assessment for physically demanding jobs
- Impact assessment on Second Injury Fund (NYS)
ABOLISHMENT OF SECOND INJURY FUND
As we know, the expressed purpose of the second injury fund was to encourage employers to employ or continue to employ partially disabled persons who have been discharged from the arm forces or any other physically handicapped person. The reality is that these people are protected from discrimination under various federal and state statues. New York is certainly not the first state to enact legislation resulting in the elimination of the second injury fund. The state of Connecticut issued $100,000,000 in Special Obligation bonds in 1995 to settle second injury claims with one-time payments. Some 16 states have either eliminated or reformed their second injury funds. To accomplish this, employers and carriers will now be compelled to assume increased risks that have nothing to do with hiring people with disabilities. The legislation makes it clear that the risk is being transferred to the employer:
No claim for reimbursement shall be made from the disability fund for injuries or dates of disablement on or after 7/1/07. No claim for reimbursement may be filed after 7/1/10. A filing fee of $250 must accompany any claim filed for reimbursement from the Special Disability Fund. This is to be deposited in the Special Disability Fund. If there is a final determination that a claim is eligible for reimbursement, the fund will return $200 of this fee to the applicant. If payment is made that qualifies for reimbursement it must be submitted to the Special Disability Fund within one year of when the expense was aid of one year from the effective date of this legislation, whichever is later.
Benefits of EmploySmart®, The Informed Hiring System
- Discoverable and defensible pre-hire and post-conditional-offer testing
- Hiring decisions based on objective test results, not on the applicant's subjective report
- Improved retention
- Reduction in workers' compensation cost
Informed Hiring and Injury Management Program Components
| Phase I | — | Job Task Analyses |
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Phase I - Job Task Analyses
After reviewing the provided list of job titles/work groups at your facility and the evaluators’ experience with this industry, the targeted work groups/job titles to be included in the Informed Hiring Program will be determined. If requested, we would be able to narrow down the targeted jobs by meeting with human resources and reviewing your Worker’s Compensation loss runs. Phase I would be to perform the job task analyses to quantify the jobs demands for selected work groups/job titles.
Functional Job Descriptions
Using the data collected on the job task analyses; we will provide your facility functional job descriptions to reflect the functional, physical demands of the aforementioned job titles. The final draft of the Functional Job Description will be presented to a facility representative for signature indicating agreement of its accuracy.
Post Offer/Pre Hire Work Skills Assessment
A job specific, ADA defensible assessment will be designed based on the data gathered during the onsite job task analyses. Based on the review of the current job descriptions, it is recommended that a specific Work Skills Assessment (WSA) be designed for the aforementioned targeted job titles/work groups.
A job specific Work Skills Assessment is a functional screen that includes safe material, such as lifting and pulling goods and non-material handling (such as squatting to perform low-level work to lift goods under a rack) test activities and an aerobic capacity test. Other tests as required to capture the demands of the job will be used to ensure that the Work Skills Assessment is thorough and defensible. The applicant’s heart rate, blood pressure, and safe work habits are monitored during the test to ensure safety. The results of the assessment battery will be used by the employer to determine is the applicant meets the essential job demands for the position and make an informed hiring decision. A written testing protocol will be followed to insure test validity and reliability. Your facility will be provided the opportunity to validate the WSA by actually having employees take the WSA.
Your facility will be encouraged to send one experienced employee from each work group to take the Work Skills Assessment and give feedback on the test design. Once the test validation process is completed, a facility representative will be requested to sign a Work Skills Assessment validation form. By signing the Work Skills Assessment Validation form, the employer is confirming the assessment would be a valid tool to evaluate an applicant’s ability to meet the essential job demands.
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| Phase II | — | WorkSkills and Return To Work Assessment |
Phase II - Work Skills and RTW Assessment Service Coordination
In collaboration with your facility, BHL will:
- Select a vendor in the community to perform the Work Skills Assessment.
- Train the WSA Evaluators to insure your facility’s WSA is administered in accordance with the written protocol
- Perform quarterly, at a minimum, review of WSA results and job descriptions will be performed by BHL and your facility. BHL would request to be notified of any changes needed to ensure accuracy of the Work Skills Assessment over time.
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| Phase III | — | Testing of Applicant and Return To Work Program |
Phase III - Testing of Applicants and Employees Returning to Work
- Pre-Hire/Post-offer work skills assessment
- Base-line musculoskeletal screen included at no additional cost
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Services Included (not limited to):
- Design The Informed Hiring System™
- Design injury reporting systems
- Develop transitional duty programs
- Develop injury prevention, safety training and ergonomics program
- Design and supervise peer mentoring programs
- Prepare safe patient/resident handling initiaties
- Train and mentor staff
For more information about BeneVantage™, click here for a copy of our voluntary benefits brochure.
Benefit Consulting Group, Bailey, Haskell & LaLonde and Workplace Health Solutions are affiliated companies and subsidiaries of Oneida Financial Corp.
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