From Awareness to Advantage:  in part 2 of this this five-part series from WorkWell, we’ll outline how when a POET program is thoughtfully designed, it can strengthen workforce well-being and stabilize the hiring pipeline. Implemented effectively, POET doesn’t create barriers—it fosters transparency, assurance, and a better match between job demands and the individuals stepping into these roles.

A leadership perspective on creating a safe, efficient, and human-centered hiring process.

When leaders consider adding Post Offer Employment Testing (POET) to their hiring process, the first concern is almost always the same:

“Will this slow us down?”

It’s a fair question. Hiring in today’s environment is fast, competitive, and often stressful for both the employer and the candidate.  The idea of adding one more step can feel like a risk.

And yet — when POET is designed thoughtfully, it becomes an accelerant to a healthier workforce and a more stable hiring pipeline. Implementing POET well isn’t about adding friction; it’s about creating clarity, confidence, and alignment between the job and the person stepping into it.

Sometimes the best way to understand this is through a story. 

A Post-Offer Journey: Two Paths, One New Hire

Let’s imagine an employee named Luis.

He is driven, has a strong work ethic, and has the desire to build a long-term career in manufacturing.  After applying, interviewing, and receiving a conditional offer, he enters the post-offer phase — the moment where a company’s process can either build trust or create confusion.

Path A: The Ambiguous Experience

Luis receives an email with several steps, unclear timelines, and inconsistent information about what’s expected before his first day. He worries about whether he’s physically ready for the role but doesn’t have anyone to ask.  He completes pre-hire tasks, but he still feels unsure of what the job demands. On week three, he begins experiencing shoulder pain. He tries to “push through,” but by week five he’s injured and off work.

Early injuries like these are common — not because employees like Luis lack commitment, but because the physical expectations were never clearly measured or matched.

Path B: The Supported Experience

Luis receives a clear message:

“We use post offer physical ability testing to make sure the job is a good physical match.  We want you to start work safely and confidently.”

He is scheduled quickly for a post offer employment test (POET), designed around the essential physical demands of the role.  A licensed clinician guides him through a series of tasks that reflect the real physical requirements — nothing more, nothing less.

Within 24 hours, the employer receives a pass/fail result based on those essential job demands.

If Luis passes:

He can begin the role with a better understanding of the physical expectations and the confidence that the job matches his capabilities today. He starts his first day feeling informed and supported, with clarity about the physical nature of the work ahead.

If he does not pass:

It simply means the current physical demands of this specific job exceed his abilities at this moment. Luis can pursue a different role — one that better aligns with his capabilities and helps him avoid the risk of early injury or long-term harm. It’s a process designed to protect both the candidate and the organization.

In either scenario, the goal is the same: a safer, more successful start and a hiring process grounded in fairness, clarity, and long-term well-being.

What Leaders Can Learn From This

Implementing POET effectively isn’t about adding gates or slowing applicants down. It’s about creating a transparent, human-centered hiring experience that sets new employees up for long-term success.

Leaders who do POET well focus on three things:

1.  Clarity Over Complexity

A strong POET process begins with a clear understanding of the job.

Leaders who invest in functional job analysis and validated descriptions create consistent expectations for both candidates and hiring teams. This clarity makes onboarding smoother and eliminates the “unknowns” that often cause early strain, uncertainty, or injury.

It’s not about building a bureaucratic process, but rather building an honest one.

2.  A Seamless Candidate Experience

The post-offer phase is a powerful opportunity to demonstrate your culture.

When candidates receive timely communication, quick scheduling, and supportive instructions, they experience the organization as attentive and well-organized. Fast results and clear next steps reinforce trust.

A well-crafted POET program should feel like a continuation of the hiring experience, not an interruption.

3.  The Right Partnerships, Not More Work

Busy HR and Operations teams don’t need more administrative burden — they need reliable partners, repeatable workflows, and clear outcomes.

Organizations that successfully implement POET lean on experts for:

• Testing protocols
• Scheduling and communication
• Clinical service delivery
• Documentation and compliance
• Consistent candidate experience

This allows leaders to stay focused on people, culture, and operations — while ensuring the hiring process remains fast, fair, and grounded in safety.

Why This Matters More Than Ever

Workforces are aging, job demands are evolving, and many industries continue to face labor shortages. A preventable injury in the first 90 days impacts far more than workers’ compensation.

It affects:

• Retention
• Team morale
• Training investment
• Shift coverage
• Productivity
• Culture

Implementing POET thoughtfully can dramatically reduce early injuries — but more than that, it communicates to employees:

“Your safety is not negotiable. Your health matters. And we want you here for the long term.”

That is a powerful leadership message.

The Bottom Line

POET doesn’t slow down hiring when it is:

• Grounded in clear job demands
• Communicated with intention
• Delivered through a consistent, supportive process
• Paired with a scalable partner who handles the logistics

Done well, POET accelerates what leaders value most:  a safer workforce, stronger retention, and employees who feel supported from the moment they accept the offer.