Physical Pre-employments
RECOVERY PARTNERS: THE WELLBEING EXPERTS
Physical Pre-Employment Health Assessments
Our Physical Pre-Employment Health Assessments are an important facet of the employment application process. We offer these physical pre-employment assessments to help you identify if an applicant can perform the inherent requirements of the job, to identify risks, and to determine if risks can be reduced. As such pre-employment screening is an effective workforce risk management tool supporting your team’s ability to perform a job safely and effectively.
The health and wellbeing of your team is essential and is key to optimising company productivity.
Did you know that the wrong hire can cost a business up to 2.5 times the salary of the employee?
What's Involved?
Our pre-employment medicals are tailored to meet the specific needs of your business. Recovery Partners can include or remove assessment components based on the role, industry requirements, and client preferences. Our pre-employment medical assessments include a comprehensive medical history, along with the following assessment components:
Detailed Medical History
Comprehensive medical questionnaire.
Physical Measures
This includes:
- Blood pressure.
- Heart rate.
- Body weight.
- Height.
- BMI.
Standardised Vision Test
Certain visual acuity parameters may be required for specific roles. Due to this, baseline screening and ongoing surveillance should be undertaken to identify any visual deficits. Where appropriate, candidates can then be given the opportunity to obtain corrective devices, such as glasses, to ensure they can safely meet the visual demands of their future employment.
Distance Vision Screening: This test is conducted at 3M distance using a Snellen eye chart. Screening is carried out with individual eyes and then with both eyes respectively. A repeat vision test may need to be carried out if requested by the referrer once any corrective devices have been obtained.
Colour Vision Screening: This test is carried out with the use of both eyes using the Ishihara colour plates placed 75cm from the candidate.
Audiometry Evaluations
Useful for monitoring long-term noise exposure, Audiometry can prevent employer liability for future hearing loss injuries. Audiometry testing is for medium/high risk.
Spirometry Test
Our test measures the degree of airflow obstruction in the lungs and can be used to determine how the lungs are functioning. For example: this test can provide an insight into the lung capacity of workers with asthma or chronic obstructive pulmonary disease (COPD). Spirometry Testing is for medium/high risk roles.
Instantaneous Drug & Alcohol Screening
Accurate and reliable testing for drugs and alcohol, in accordance with AS 4308 testing standards.
This test can also be conducted as its own service:
- On-site, for covert random screening,
- At a Recovery Partners office.
Job-Specific Functional Capacity Assessments
Evaluating the employee’s muscles, bones and joints, as well as their strength and form in completing duties that are specific to their role. This includes:
- Musculoskeletal range of motion
- Anatomical joint integrity
- Strength and balance
- Postural tendencies
- Lifting
- Push/pull tolerances
- Grip strength
Benefits of Pre-Employment Assessments
Physical Pre-employment health checks are some of the most important yet overlooked part of the hiring process.
Benefits include:
- Suitable, capable employees fit for work.
- Reduction in physical workplace injuries.
- Reduction in claims and insurance costs.
- Match the physical capacity of the employee with the role.
- Candidates may be made aware of previously unknown medical conditions and physical limitations.
Our clients have reported greater than 50% reductions in workplace injuries following the commencement of pre-employments.
Frequently Asked Questions (FAQs)
How long does a pre-employment take?
The pre-employment medical can take between 30-50 minutes, depending on the role and report required.
What should be worn to a pre-employment assessment?
As there will be moving around, candidates are recommended to wear exercise clothes or loose garments. We also suggest wearing trainers.
Can a candidate access their results?
To access results, the candidate must speak to their recruitment team. All employers will receive a report with a summary of the assessment and recommendations.
What do I need to wear?
You will receive a pre-employment questionnaire to be completed, and potentially any other paperwork requested, as instructed at the time of booking. The clinician will go through your paperwork prior to commencing your pre-employment assessment.
What do I need to do prior to my appointment?
A physical pre-employment assessment will involve physical activities such as moving and stepping. It is recommended that you wear closed in shoes (ideally trainers or joggers, preferably no thongs, sandals, or open toe shoes). We also recommend loose comfortable clothing that facilitate ease of movement.
Will I have to provide consent prior to my appointment?
At Recovery Partners, we ask for your consent to participate. We collect, store, use and disclose information to the employer for the sole purpose of the pre-employment assessment. This includes:
- Carrying out a review of your disclosed medical history
- Assessing your health status by completing a range of assessments.
- Reporting the results of the assessment to our client (The employer).
Please be advised that the participation in all assessments and disclosure of health-related information is at your discretion. If you choose not to proceed with assessments or disclose specific health related information while completing the assessments, we will advise your employer accordingly.
Why is the clinician asking me about my medical history?
We need to ensure that we get an accurate snapshot of your health status. Questions asked may include information disclosed in your pre-employment questionnaire. Examples of questions could include potential injuries, treatment plans and any medication you are on which may impact you while completing the pre-employment assessment.
Do I need to fast before my assessment?
No, the assessment does not require you to fast before. The only requirement is that you do not have coffee or other caffeinated products before the assessment.
Why can’t I have caffeine or a drink containing caffeine prior to my assessment?
Caffeine can cause a temporary increase in heart rate and blood pressure which can be noticed up to 4 hours post intake. Due to heart rate and blood pressure being one of the items we will be measuring. We recommend that you go without items that contain caffeine such as Tea/Coffee/Energy and Pre-workout drinks prior to your assessment.
I have had a high blood pressure reading. Why do I need to obtain a clearance letter from my doctor?
During our pre-employment assessments, subject to the role being applied for, we may engage in physical assessments that will put pressure on your cardiovascular system. We request a clearance letter to ensure, you the candidate can proceed safely during the assessment and to rule out any underlying potential risk factors.
Will I have to pay for my assessment?
This is dependent on the employer and the agreement with them. We will advise you accordingly at time of booking.
Why can’t the clinician tell me if I have passes or failed?
A medical assessment is not something you pass or fail. The result of the assessments will be given a risk rating and passed on to the client (prospective employer). Even if there are risks identified, many roles can have modifications made to ensure the inherent components of the role can be done safely. Recovery Partners does not have any role in the decision-making process when hiring a potential candidate and this remains at the discretion of the employer.
Can you perform bulk health assessments onsite?
Yes, Recovery Partners can conduct bulk onsite health assessments, which is ideal for large-scale recruitment or workforce onboarding.
Does undergoing a health assessment mean I got the job?
Not necessarily. The health assessment is just one part of the recruitment process. The final hiring decision is made by the employer based on multiple factors and not solely on the health assessment.
Are there privacy concerns with these assessments?
No. Candidates are required to provide informed consent before the assessment. All medical information is securely stored and handled in compliance with privacy regulations.
NEWS
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