Introducing a new position into the workplace is more than just writing a job description or posting an opening online. It requires thoughtful input from every level of the organization. From executives planning budgets, to operations teams identifying key job tasks, to safety and human resources departments making sure that the hiring process prioritizes employee wellbeing, it is vital that companies do not overlook the critical safety components of new jobs during this process.
Physical abilities testing (PAT) are one crucial component of this process. These assessments, like the Post-Offer Employment Test (POET), evaluate whether a worker can physically perform the essential functions required for a new position. A job analysis provides insights into the workplace, analyzing the entire space to determine the requirements of a job, then used in the PAT to specifically measure a worker's physical capabilities related to those job functions.
Using objective testing for new employees helps reduce the risk of musculoskeletal injuries, lowers healthcare and workers’ compensation costs, and ensures new hires are ready for the job's physical demands. However, introducing any form of physical abilities testing requires accurate measurements of job demands and the right strategy for your unique circumstances.
Below, we break down three typical scenarios companies face when introducing a new job, and how each can affect the development and success of any physical abilities testing program.
For companies without an existing catalogue of objective job requirements or job analysis system, a new position presents an excellent opportunity to take a broader look at all roles in the organization. A job analysis systematically defines the physical and cognitive requirements of a job. It looks at aspects like how much weight is lifted, how often employees bend or twist, and how long they stand, while also accounting for cognitive demands, and connects these tasks to the essential functions of the job.
A job analysis serves as the foundation for a physical abilities test, defining the specific workplace demands that the test is designed to measure.. Documenting essential job functions and demands eliminates guesswork in testing and allows for a thorough review of all roles, ensuring standardization and safe work practices across the organization. This proactive approach often results in workplace safety improvements and reduced ergonomic risk factors for every employee, more accurate job postings, and better long-term hiring and safety outcomes.
While a physical abilities test focuses on what the worker can do, the job analysis defines what the worker needs to be capable of to succeed at the job!
A manufacturing plant planning to hire a new technician role might discover, through a full job analysis, that new equipment purchased for the job tasks weighs 30% more than their standard, making the task more physically demanding than originally thought. They can use this opportunity to not only define the new role but also update others, reducing strain and improving workflow.
If your workplace already has a workplace safety program in place (meaning jobs are already evaluated for physical demands, posture risks, and workstation setup) you’re in a great place. A new job position gives you the opportunity to develop a targeted form of a physical abilities testing, like a POET, to further your injury prevention program. This is especially useful if the new job is related to an existing department or role but involves different equipment or added responsibilities.
In this scenario, you can work directly with on-site or consulting experts to review the physical demands of the new job and see how it fits into the larger system. They can help you collect new data, perform movement analysis, and evaluate whether existing tests can be modified to include the new tasks.
A logistics company that already works with occupational health professional introduces a new warehouse inventory position. Your safety expert can observe the tasks, such as using a handheld scanner while lifting, and develop a PAT that tests for grip strength, shoulder mobility, and repetitive lifting capacity.
A common mistake that organizations with different forms of employment testing make is assuming that a new job can use the same physical ability tests as an old job simply because they appear similar. While it might save time upfront, this shortcut often backfires. Even minor differences in physical tasks such as lifting height, load distance, or movement repetition can lead to increased injury risk if not properly accounted for.
For example, if a new job involves lifting boxes from a floor-level pallet to an overhead shelf, that added vertical movement can significantly increase strain on the shoulders and back. Without updated testing, new hires could pass inaccurate criteria and enter into a task they are unprepared for physically.
Instead of guessing, bring in experts like occupational health professionals, ergonomists, or industrial hygienists to refresh outdated job analyses and ensure new positions are built for safety from the ground up.
Measuring job demands and creating a physical abilities test is not a “set it and forget it” solution. As companies evolve by bringing in new equipment, changing production methods, or expanding, job tasks change too. And with those changes, PATs must evolve.
Companies with strong safety programs typically review job analyses every year or when major process changes occur. They also collect feedback from employees, track injury trends, and look for early warning signs of strain or overuse injuries.
A packaging department upgrades to faster conveyor belts. While productivity goes up, the increased pace leads to more shoulder injuries. An updated job analysis and testing regiment reveals that workers now need higher repetition tolerance and better upper-body endurance. The safety team adjusts the workstation layout and updates any kind of physical abilities test you implement to reflect the new demands, reducing injury rates and improving morale.
When introducing a new position, it’s essential to build it on a foundation of clear expectations, accurate job data, and a commitment to safety. Defining the essential functions of a job through objective testing helps prevent injuries, streamline hiring, and create a more efficient workplace.
Depending on your organization’s starting point, the best approach may vary. Whether you need a full site-wide job analysis, support from an ergonomics team, or simply to update old data, the goal should always be the same: build the safest and most effective job possible.
By embracing continuous improvement and aligning job design with actual physical demands, companies not only protect their employees, they invest in their long-term success.