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Conducting a Pre-employment Medical? Here’s What Not to Do!

2024, June 22nd

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SUMMARY / KEY TAKEAWAYS

  • It’s important to your recruitment process to perform a pre employment medical screening.
  • Then you need to be able to determine whether the candidate is legally entitled to work in your industry as well as being suitable for the job for which they are applying.
  • The methods for screening that you choose will depend on a lot of requirements on the position, the industry you’re in and the company that you are working for.

It’s important to your recruitment process to perform a pre employment medical screening. Then you need to be able to determine whether the candidate is legally entitled to work in your industry as well as being suitable for the job for which they are applying. The methods for screening that you choose will depend on a lot of requirements on the position, the industry you’re in and the company that you are working for. Some companies like to include a background and identification check alongside a medical exam. Other companies only do assessment and profiling.

If you have to conduct a rail industry worker medical, there are some things that you need to learn not to do. Medical exams are very important when a certain level of physical fitness and health is required to be in charge of a position. As with any procedure however you need to make sure that all candidates are fairly treated throughout the medical screening process. Let’s take a look at some of the things that you should not be doing.

  1. Don’t test for something that won’t affect their ability to do the job. If you need somebody to be physically fit and able to carry heavy loads, then it makes sense for you to test them on their ability to carry heavy loads. You should only test them medically for any conditions that will affect their ability to do the job. For example, in a job that lifts heavy loads, it doesn’t really matter whether they wear glasses or not, so they do not need to have 2020 vision in order to lift heavy loads. They do however need to have two working arms and no injuries that are going to be exacerbated by lifting.
  2. Don’t test for anything that’s not directly related to the job requirements. It’s important that you outline fairly what the job requires of people. There may be some jobs that those in a wheelchair cannot physically do in your company, so therefore you’d need to make sure that somebody is not in a wheelchair doing that work. However, if they can do the work from a wheelchair, great.
  3. Don’t forget to check that the medical practitioner is trained in nondiscriminatory pre employment screening. You have to make sure that anybody you hire to run medical checks has an understanding of diversity and inclusion policies and they are not discriminatory against anybody with a physical or mental disability during the pre employment medical.
  4. Don’t forget to provide a list. You have to be able to provide a list to the medical examiner of what the person will be doing. Offer the option for them to assess the work environment and equipment as well so that the worker is going to be deemed competent to use that equipment.
  5. Don’t discriminate against those who wear hearing aids or glasses. You are only allowed to use medical examinations to ensure that a candidate can perform the inherent requirements of their job without posing any health and safety risks to themselves or others. You cannot ask somebody to remove their glasses for a physical job if their job doesn’t require them to have 2020 vision.

Please cite as:
Ontology of Value (2024, June 22nd). Conducting a Pre-Employment Medical? Here’s What NOT to Do!. Retrieved from: https://ontologyofvalue.com/conducting-a-pre-employment-medical-here-is-what-not-to-do/

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