March
1, 2008
Reducing the Risk of Workers’ Compensation Claims Begins
with the Hiring Process
By
Alandale Insurance Agency
Workers’ compensation claims can occur in any workplace. While
employers understand that solid safety protocol can reduce the
incidence of these claims, many don’t realize that steps taken
during the hiring process can also have some impact on managing this
liability. Not taking the time to thoroughly interview applicants to
determine if they are a good fit for the job and the company can
result in hiring workers who might create problems later on, like
filing too many workers’ compensation claims.
Although federal and state laws prohibit certain questions being
asked during the interview process, there are techniques you can use
that will help you decide if the applicant might be the type to file
problem claims. Begin by reviewing the applicant’s resume prior to
the interview. Pay careful attention to gaps in employment history.
During the interview, ask the applicant to explain the reasons for
these gaps. Also ask the applicant about his or her attendance
record during previous jobs.
Follow up with open-ended questions to see what the applicant
would do in certain situations, such as resolving conflicts with
managers, subordinates or co-workers. Quiz the applicant as to what
he or she perceives to be the procedures necessary to effectively
perform the essential functions of the applied-for job in your
company.
Inform the applicant that all new hires go through a
fitness-for-duty physical, which includes questions about medical
history. Watch for any signs of discomfort like a change in facial
expression or body movement.
Administer a skill and/or personality test to assess competency
and work ethic. Whatever screening tools you use, establish
reasonable criteria and apply them uniformly for all applicants.
Obtain written consent from the applicant to conduct a complete
background check. As part of this:
· Verify past employment history and follow up with
references.
· Conduct a criminal background check. Use a public
records service to uncover any criminal convictions.
· Check on past job-related injuries, workers’
compensation claims, substance abuse and safety records.
· Contact the schools and universities listed on the
candidate’s job application or resume to verify education and
certifications. If the applicant listed having a professional
license, call the issuing organization to verify.
· For candidates whose job duties would include
driving a motor vehicle, compare the results of the applicant’s
official motor vehicle report with the answers provided on the job
application.
If you do extend a job offer, make it conditional, contingent
upon the candidate’s ability to perform the functions of the job.
You can withdraw a job offer, if in the opinion of a licensed
medical doctor, the prospective employee poses a direct threat to
their own, or others’, health and safety. However, in determining
the suitability of an offered job, make sure you make all reasonable
accommodations necessary for those candidates subject to the
Americans with Disabilities Act.
Thorough job interviews not only help you to hire the right
person for the job…they help you hire the right people for your
company.
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