By Wendy Chelette, OTR
Retired Director of Employment Testing, Fit For Work
Did you know that 50% of workplace injuries can be prevented with the right testing?
As employers look for creative ways to implement proactive injury management solutions, onsite agility testing is a logical first step. It’s a smart addition, especially when paired with an Early Intervention (EI) program, helping ensure that workers stay healthy on and off the job.
What Is Onsite Agility Testing and Why It Matters
Onsite agility testing helps ensure that potential new hires are physically able to perform essential job functions. Testing generally takes less than an hour and simulates the type of work required for the role. For example, warehouse employees may need to lift up to 50 pounds repeatedly throughout a shift. Because not every candidate can safely meet these demands, agility testing confirms job fit while proactively reducing the risk of workplace injuries before they happen.
Key Benefits of Onsite Agility Testing
Traditionally, agility testing takes place in a physical therapy or occupational health clinic. The downside? Heavy patient loads and staffing shortages can limit appointment availability, and testing scenarios often lack customization when clinics serve multiple industries. Onsite agility testing addresses these challenges by bringing testing directly to the workplace, allowing employers to use job-specific tasks and equipment unique to their operations. This results in more realistic assessments, improved job fit decisions, and greater access to Early Intervention services.
Access and Efficiency in the Hiring Process
Onsite testing providers are dedicated to serving a specific worksite’s candidates, ensuring testing appointments are available quickly after a job offer is made. As a best practice, test results are delivered to the employer the same day the assessment is completed, and results are not shared directly with candidates. Results generally indicate whether a candidate meets or does not meet the physical requirements of the role, along with additional detail on performance across each tested area. This information allows employers to make informed decisions, and in some cases, identify candidates who may be better suited for a different role.
Operational Integration Across Teams
With the services being performed onsite, communication and coordination with Human Resources, Talent Acquisition, Safety, and Operational leaders are maximized, allowing the onsite provider to shift between testing and EI services based on weekly needs. During periods of heavy hiring, testing services may be the priority, but as hiring slows down, EI services receive greater emphasis. This ebb and flow allows the onsite provider to support onboarding of new hires while also meeting the needs of existing employees, including new hires trying to get acclimated to their workstations.
Building strong relationships with onsite testing providers promotes scalability across the organization as well. Employers testing for the same role at multiple locations must maintain testing criteria consistency and administration to meet ADA and EEOC guidelines. Equipment and test training should be standardized, with ongoing internal quality reviews in place to ensure documentation remains accurate, consistent, and aligned with best practices.
Tailored Tests for Real Job Demand
Customization is another key benefit of onsite agility testing. Onsite providers play an active role in developing tests that align closely with each role by using a physical demands analysis (PDA). The PDA serves as the foundation for establishing testing criteria and incorporating the employer’s job-specific equipment. For example, an organization assessing employees who must handle luggage can simulate real work conditions by using weighted items and requiring candidates to move and place them as they would on the job.
Updates to testing are recommended on an annual basis or in response to any change in work process or equipment. Onsite providers can respond quickly to those updates, ensuring that testing reflects the employer’s most current needs.
Candidate Perception and Early Engagement
Onsite agility testing provides many benefits to the employer—but what about the candidate experience? When new-hire testing is performed onsite, job candidates are exposed to the employer’s culture, work environment, and onsite injury prevention services at an early stage in the hiring process. Experiencing the work environment, equipment, and role can increase enthusiasm for the job opportunity. It can also provide clarity for the candidate, allowing them to truly understand the role and expectations.
The testing experience is also an opportunity to introduce potential hires to job-specific body mechanics training and ergonomics principles, setting them up for success from day one. This training will be reinforced during new-hire orientation, audits, and ergonomics observations ensuring consistency from the beginning.
Injury prevention that starts with hiring capable employees and continues throughout the employee’s work tenure demonstrates the employer’s commitment to keeping their employees safe and healthy from day one.
Early Intervention: Supporting Employees Beyond Hiring
Post-offer agility testing ensures that new candidates can safely perform essential job functions pre-hire, but what happens after the hiring process is complete? With early intervention, ongoing support is provided to employees for:
- Management of both work-related and non-work-related soreness
- Education in ergonomics principles
- Safe worker behavior
New hires enjoy a stronger connection with the onsite provider from the outset. They are introduced during the testing process and continue to work together through the onboarding process, audits, subsequent ergonomic observations, and early intervention services.
Provider familiarity with employer processes is a key advantage. When hiring enters slower phases and the need for testing decreases, providers can pivot to onsite EI services, helping new hires get acclimated. These activities may include coaching on body mechanics and ergonomic principles. For example, in a role that requires regular use of a drill, new hires can be coached on the importance of maintaining a neutral wrist position versus bending their wrist.
An effective system for appointment scheduling is a critical component of a successful EI program. Digital scheduling tools allow employees to request appointments and share relevant information about their concerns in advance. The provider team is notified of the request, reducing the reliance on paper signup sheets and manual coordination. The process is streamlined, ensuring that employee requests are visible and addressed promptly.
Proven Impact: Lower Injuries, Higher Retention
Onsite agility testing and early intervention programs are highly effective for employers who are ready to truly engage and invest in developing these programs. One study showed that new hires who have passed pre-employment agility tests had a 47% lower workers’ compensation rate and 21% higher retention. Results also showed a 41% reduction in workers’ compensation injuries associated with ergonomically based physical ability tests.
Conclusion
Developing onsite agility testing and EI programs are excellent first steps for any employer dedicated to proactive injury management. Investing in and maximizing use of this comprehensive approach can yield a significant improvement in injury reduction and employee retention.
For a deeper dive into the importance of agility testing, read our related article: Why Implement Physical Agility Testing?
Ready to reduce injuries and boost retention? Connect with Fit For Work today to learn about our onsite agility testing services and how they can elevate your safety program.
Wendy Chelette has been an occupational therapist since 1989, working in a variety of clinical settings before shifting her focus to occupational health and injury prevention in the late 1990s. She joined Fit For Work in 2005, providing a variety of services including onsite early intervention, ergonomics consulting, and post-offer employment testing services for a variety of employers within warehousing, manufacturing, and construction industries and large call centers.
Wendy recently retired from her role as Director of Employment Testing for Fit For Work, where she supported multiple teams delivering employment testing services to large U.S. employers. Wendy’s career reflects a long-standing commitment to employment testing and workplace safety, supporting safer and more effective work environments.
