Have you ever heard a story like this one?

"I started a new job, but I had no idea how difficult it would be. They told me it was the easiest job, but I had to lift and carry 50-pound boxes all day. At first, I thought I could handle it, but I have an old knee injury from my time in the military. Two weeks in and I'm in pain by noon and limping by the end of the shift. After six straight days, I could barely get up from a chair even with pain medicine. I lasted two weeks and then didn't show up for work at the beginning of the third week. I know it wasn't right, but I couldn't handle it, and the pay wasn't worth it."

Unfortunately, stories like this are becoming more common as our workforce (what's left of it) gets older and weaker. According to a 2022 report from Job Seeker Nation, one in three new hires quit within 90 days, earning the nickname "Quick Quitters."

The main reason for this trend is that the job wasn't what they thought it would be. Hiring the wrong person is expensive. According to an online article from SHRM in 2022, the average recruiting cost is nearly $4,700. That number can go up to three times the person's annual salary, depending on the hiring and onboarding process. In addition to costs, there's lost productivity and decreased morale when existing staff must cover for the departing employee.

So, how can you ensure that job applicants understand the physical requirements of the job? One approach is to show them a job description, so at least they see the requirements on paper. But even then, it's hard for workers to gauge their strength and stamina. Many people are poor judges of their own abilities, and it may have been a while since they performed a physical job.

The best way to avoid hiring workers who are not physically up to the job is to conduct a New-Hire/Post-Offer Physical Capabilities Assessment (PCA). Job applicants perform a muscle strength assessment on a highly accurate and objective isokinetic dynamometer that, combined with the DataFit algorithm, determines whether their physical abilities meet the minimum requirements of a specific job role or job level.

In the world of workforce shortage, the thought of losing any applicants may make a recruiter's stomach churn. But in the long run, what has been achieved if the new hire doesn't last? At best, the company gets a Quick Quitter. At worst, they get a new hire that goes on to sustain a work comp injury.

Over the past two decades, DataFit services have helped employers gain the insight needed to avoid hiring candidates who don't meet minimum job requirements, which results in a cost savings of at least 500% in most cases.

The other HR concern is that New-Hire Post Offer Assessments will slow down the hiring process, causing recruiters to lose qualified workers as well as those who are not. The truth is, not necessarily. DataFit assessments are performed and administered through our nationwide network of top-notch clinics and mobile assessment units that understand the importance of fast turn-around. We track our efficiency and average less than two days from our employer client's request until the assessment results are ready. Reports are available 24 hours or less after the applicant has left the clinic. If the company is simultaneously running a blood test, the PCA results are often available before blood test results are released from the lab.

In conclusion, implementing the DataFit PCA to determine if an individual can successfully perform the required criteria of the job is a solution that most businesses with physically demanding jobs should consider. PCA alleviates much of the burden on those responsible for hiring employees, confers significant savings for employers, and increases safety and job satisfaction for employees. These factors work together to significantly reduce the risk of turnover and “Quick Quitters.”