Integrity Testing - A First Line of Defense Against Workers Compensation Claims
Employers who need to reduce workers' compensation claims are turning to claims prevention through better hiring practices. In recent years, integrity testing has gained significant acclaim as an effective initial screening tool, particularly in light industrial, manufacturing and skilled labor hiring by staffing companies.
Integrity testing identifies job applicants who are at high risk for counterproductive behaviors in the workplace such as illegal drug use, theft and workers' compensation fraud. Integrity testing can also point out job performance behaviors like poor work ethic, risky behavior and lack of moral decision making.
Testing for Bad EggsThere are three basic types of integrity testing:
- Overt Tests - Clear in purpose, these tests use direct questions that identify job applicants who admit they're high risk for behaviors which commonly drive workers' comp. claims.
- Covert Tests - Concealed in purpose, these tests use indirect questions that predict the likelihood of risk for a potential employee, if hired.
- Hybrid Tests - A combination of Overt and Covert questions that identify high risk applicants and predict job performance behaviors.
By the DozenStaffing companies can expect to see an impact in workers' comp. claims within three to 12 months, depending on the how the tests are utilized and the current Workers' Compensation Incident Rate (WCIR) of the company implementing the tests. Click here to see a graph illustrating the impact integrity testing had on WCIR at a 200 plus office staffing company.
If your company can benefit from fewer workers' compensation claims to manage and a lower experience modification rate, you should consider integrity testing as a first line of defense.
L"egg"alityWhen properly validated and legally vetted this form of pre-employment screening meets federal Equal Employment Opportunity Commission and Americans with Disability Act regulations. State regulation compliance is achievable in 49 states. Integrity testing falls outside the Fair Credit Reporting Act requirements and is far less likely to create adverse impact on protected classes than skills tests and other pre-employment screening methods. A reputable integrity testing vendor will provide adverse impact reporting for each of its clients on a regular basis. It's recommended that legal council is consulted when choosing an integrity testing vendor.
"Eggs"tra InsightNeed more information on integrity testing and how it can positively impact your work environment? View our Assurance University Replay webinar recording.
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