We offer pre-employment screenings and return-to-work assessments for a wide variety of businesses and industries. Usually, we are hired by the company, especially for RTW evaluations. Still, individuals sometimes hire us because they’ve been told they can choose their own provider or want to get the service done proactively. Our services are fully objective, based on scientifically normed psychological tests, and include clear and concise recommendations. Each return-to-work mental health assessment is uniquely tailored to the person and the job.
The following summarizes the process and basic tenets of pre-employment screenings and return-to-work assessments. However, you can contact us anytime or schedule a consultation to discuss the services you need.
Pre-Employment Screenings Overview 
Pre-employment screenings are assessments conducted before hiring an individual to ensure they are suitable for the job and the workplace environment. These screenings aim to verify information provided by candidates, assess their skills and suitability for the position, and mitigate potential risks for the employer. Here are common components of pre-employment screenings that we do:
Pre-employment Screenings Background Checks
This involves verifying a candidate’s mental health and substance abuse history. We can help ensure that the candidate has provided accurate information about how they have managed challenges they’ve faced in the past. As part of pre-employment screenings, we can determine whether the treatment received was the right type and intensity. With the prospective employee’s permission, we can determine whether they attended sessions and did the required work.
Skills and Aptitude Assessments
We do a psychological evaluation, achievement testing, and skills testing to evaluate a candidate’s abilities, knowledge, and aptitude related to the job requirements. This could include technical skills tests, cognitive ability tests, or situational judgment tests. The goal of these tests is sometimes to determine if a prospective employee meets specific criteria for a job and other times, it is done because there are several potential jobs. The employer wants to find the best fit.
Pre-employment Screenings Reference Checks
We sometimes contact references provided by candidates to verify their employment history, performance, and character. Our reference checks provide insights into candidates’ past experiences and help assess their psychological suitability for the role. We only do these checks with the prospective employee’s permission, and when we receive this permission, we will be clear about what information we will gather.
Psychological Pre-Employment Screenings
Employers may request psychological evaluations to assess a candidate’s mental health, emotional stability, and compatibility with the job and work environment. These evaluations help identify potential risks and ensure a good fit between the candidate and the role. These pre-employment screenings include personality assessments and specific morality, impulsivity, and motivation tests.
The pre-employment screenings we offer vary depending on the nature of the job, industry regulations, and company policies. They are designed to provide employers with comprehensive information about candidates so they can make informed hiring decisions and mitigate potential risks. Some candidates pursue this service to show the fit between themselves and the job proactively.
Return-to-Work Assessments Overview
Our return-to-work assessments typically involve evaluating an individual’s readiness and capacity to return to their job duties after a period of absence, often due to a mental health or substance abuse issue. Often, RTW evaluations go well beyond a yes or no answer and provide details of what accommodations would be helpful to ensure the employee’s success after their return. Here’s a general outline of what might be involved in a return-to-work mental health assessment:
Functional Assessments
This part of return-to-work assessments evaluates the individual’s physical or cognitive abilities related to their job duties. It may involve tasks or tests to evaluate certain cognitive functions, such as memory, attention, and problem-solving. We can work with employers to ensure we fully understand each job, and we will present potential tests and battery tests to test functional abilities accurately.
Return-to-Work Assessments and the Workplace
We can evaluate the individual’s job duties and the workplace environment to identify any necessary accommodations or modifications to support their return to work. These could include changes in work schedules or modifications to temporary job tasks to reduce stress or increase focus and attention. Again, our report often goes beyond stating whether the person can return and details ways to ensure a successful return.
Communication with Healthcare Providers
Coordination with the individual’s healthcare providers is crucial to ensure a safe and successful return to work. This may involve discussing the individual’s medical condition, treatment plan, and any recommendations for accommodations or restrictions.
Overall, return-to-work assessments aim to facilitate a smooth and successful transition back to work while ensuring the individual’s health, safety, and well-being.
Pre-Employment Screenings and RTW Evaluations Process
Here is the basic process we follow for both fitness-for-duty screenings and RTW evaluations:
- Referral and Assessment: We ensure we are the best fit to provide the necessary service whenever we receive referrals for return-to-work assessments or fitness-for-duty screenings. In most cases, when the evaluation involves mental health, substance abuse, judgment, or mental capacity, we are a good choice. When the assessment involves physical capacity, for example, we are not. For RTW evaluations, we also talk to those who have background information to share.
- Legal Matters: Next, we go through specific legal processes to ensure that the person to be assessed and the company understand the rights and limitations of confidentiality and privacy in these situations. We also ensure we have appropriate permissions to talk to outside providers we might need to consult.
- External Communication: We often start by communicating with the individual’s healthcare providers and others who can provide information relevant to FFD or RTW evaluations.
- Evaluation: The next step with fitness-for-duty screenings and RTW evaluations is our actual testing. We choose tests and other assessment methods to assess the areas necessary to provide the specific assessment.
- Developing a Plan: Based on the assessment findings, a plan is developed. This plan outlines the steps and accommodations needed to support the individual at work, including any temporary or permanent modifications to job duties or the work environment. For fitness-for-duty screenings and RTW evaluations, this step may include a finding that the workplace is not safe or appropriate or that accommodations are unrealistic or would be overly burdensome.
- Monitoring and Follow-Up: Once the individual is hired or has returned to work, we can provide follow-up assessments or ongoing monitoring to ensure that the plan is effective and that any necessary adjustments are made.
Addressing these challenges requires a collaborative and proactive approach from all parties involved, including the individual, outside providers, and their employer. Providing support, accommodations, and resources tailored to the individual’s needs can help facilitate a healthy and productive workplace.
Return-to-Work Mental Health Assessment Example
The following is a fictional return-to-work mental health assessment to help you understand what is often involved. Of course, each return-to-work mental health assessment is individually tailored to the client and the work situation.
Employee Information
Jane is a Marketing Manager for a travel website who took a leave due to severe anxiety and depression. Coworkers were worried about Jane’s level of despondency and worry. Jane had been experiencing some mild suicidal ideation, and she and her company agreed that she should take a leave. Three months later, she is feeling much better after having undertaken Cognitive Behavioral Therapy (CBT), Medication (SSRI), and Mindfulness Therapy. It is now time for a return-to-work mental health assessment.
Current Mental Health Status:
- Self-Reported Mood: Jabe is moderately stable with occasional feelings of anxiety, significantly improved compared to initial symptoms.
- Energy Levels: Generally good, with some fluctuations. Able to manage daily activities effectively.
- Concentration and Focus: Improved; capable of sustaining attention for extended periods.
- Sleep Patterns: Regular, with minor disturbances. Sleeping an average of 7-8 hours per night.
Assessment of Work-Related Stressors:
- Previous Stressors: High workload, tight deadlines, and lack of support in a high-pressure environment.
- Changes Made: Implementation of a more flexible schedule, regular check-ins with the supervisor, and access to a coach at work.
- Current Stress Levels: Manageable with the current support systems in place.
Functional Abilities:
- Cognitive Functioning: Adequate for job responsibilities, with a need for occasional breaks during high-concentration tasks.
- Emotional Regulation: Improved, with coping strategies in place to manage anxiety during stressful situations.
- Interpersonal Interactions: Comfortable with colleagues; no significant interpersonal issues anticipated.
- Physical Health: No concerns; capable of fulfilling physical requirements of the job.
Return to Work Mental Health Assessment Results
- Return-to-work mental health assessment overall recommendation: Fit to return to work with adjustments.
- Suggested Adjustments:
- Gradual Return: For the first month, start with part-time hours (e.g., 20 hours per week) and gradually increase to full-time.
- Workload Management: Prioritize tasks and reduce the workload during the initial period.
- Regular Check-ins: Weekly meetings with the manager to discuss progress and challenges.
- Access to Support: Continued access to mental health resources, such as counseling or therapy.
Overall Return-to-Work Mental Health Assessment:
The return-to-work mental health assessment shows that Jane has made significant progress in her recovery and is considered ready to return to work. However, to ensure a successful transition back to the workplace, it is recommended that she begins with a phased return and continues to have access to mental health support. The return-to-work mental health assessment suggests regular monitoring of her mental health status is advised to ensure ongoing well-being and job performance.
Pre-Employment Screenings: Case Example
A large retail chain, “RetailPro,” is experiencing high turnover among its customer service associates. Exit interviews reveal that many hires lack the interpersonal and problem-solving skills required to handle demanding customers. RetailPro also needs to hire employees to stock shelves and others to manage inventory.
Pre-Employment Screening Objective
RetailPro wants to reduce turnover by implementing pre-employment screenings to assess candidates’ suitability for customer-facing roles.
Pre-Employment Screening Implementation
RetailPro partners with us to develop a comprehensive pre-employment screening process. We design a process that includes:
- Job Analysis: Identifying the key skills, traits, and competencies required for success in the role, such as communication skills, stress tolerance, and conflict resolution.
- Assessment Tools:
- A situational judgment test (SJT) presents realistic scenarios that customer service associates face, measuring how candidates would respond.
- A personality inventory, the Personality Assessment Inventory to assess traits like emotional stability and extroversion.
- A brief cognitive ability test to evaluate problem-solving and quick thinking.
Case Study: Candidate Screening Example
- Candidate A: Scored high on customer conflict resolution and demonstrated strong stress tolerance in the SJT but had slightly below-average cognitive ability.
- Candidate B: Scored exceptionally high on cognitive ability but showed low emotional stability in the personality test, which raised concerns about their ability to handle workplace stress.
RetailPro decides to hire Candidate A for the customer service job, emphasizing their proven ability to manage the most critical aspects of the role. They hire candidate B to manage inventory.
Outcome:
After six months, employees hired through the new screening process report higher job satisfaction, and turnover drops by 25%. Customers also report better service experiences in post-purchase surveys. Specifically, Candidates A and B above thrive in their roles and are satisfied with their jobs.
Key Takeaways:
- Pre-employment screenings can help match candidates’ skills and traits to job requirements.
- Customizing assessment tools to the role is crucial for effective hiring decisions.
- Ethical considerations, such as ensuring non-discrimination, are critical to maintaining fair practices.
Pre-Employment Screenings and RTW Evaluations: Our Work
We provide pre-employment screenings and return-to-work assessments for many employers and would be happy to talk to companies about specific cases or general needs in this area. Our work is fully independent, objective, and based on science. We provide these services in a fully confidential way, and we collaborate throughout the process. The ultimate decision about your decision with our data and recommendations is always up to you.
If your company needs RTW evaluations, we’d be happy to speak with you and design a testing and assessment battery to meet your needs. Sometimes, your employer can guide you on what they might be looking for. We can also provide suggestions for workplace accommodations that would be helpful if you are fit to return.
Please feel free to schedule a consultation or contact us anytime to discuss pre-employment screenings or return-to-work assessments.
