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Quick Overview:
The Functional Abilities Recruitment Evaluation (FARE) test is a comprehensive assessment tool used to evaluate an individual’s functional abilities in relation to job requirements. It helps employers make informed decisions during the recruitment process, ensuring that candidates are physically capable of performing essential job tasks. Here are five supporting facts about the FARE test:
1. Objective and standardized: The FARE test follows a consistent evaluation protocol, ensuring fairness and objectivity in assessing functional abilities across different candidates.
2. Job-specific assessments: The test evaluates functional abilities relevant to specific job roles, providing employers with valuable insights into whether candidates can meet the physical demands of the position.
3. Legal compliance: Conducting a FARE test helps organizations comply with disability legislation by demonstrating that hiring decisions are based on objective criteria related to job requirements rather than discriminatory factors.
4. Reduces workplace injuries: By accurately matching candidates’ functional abilities with job demands, employers can reduce the risk of workplace injuries caused by employees being unable to perform essential tasks.
5. Cost-effective solution: Implementing the FARE test as part of the recruitment process can help save costs associated with potential workers’ compensation claims or accommodations for employees who may not be able to fulfill their duties.
FAQs:
1. Is it mandatory for all employers to use the FARE test?
– The requirement for using the FARE test varies depending on jurisdiction and industry regulations. Some jurisdictions may mandate its use in certain sectors or for specific positions.
2. Can I use my own assessment tools instead of the FARE test?
– While some flexibility exists regarding assessment tools, it is recommended to utilize recognized and validated tests like FARE for defensibility purposes.
3. How long does a typical FARE evaluation take?
– The duration depends on various factors such as complexity, number of tests required, and candidate cooperation but generally ranges from 1-4 hours per candidate.
4. Who can administer the FARE test?
– Trained professionals, such as occupational therapists or physiotherapists, who have expertise in functional assessments are qualified to administer the FARE test.
5. Can a candidate be disqualified based solely on FARE test results?
– The FARE test should be used as one of several factors in making hiring decisions. Employers must consider other relevant qualifications and abilities before disqualifying a candidate solely based on FARE results.
6. Are there any legal risks associated with using the FARE test?
– While implementing the FARE test helps ensure compliance with disability legislation, it is crucial to follow jurisdiction-specific guidelines and consult legal experts to mitigate any potential risks.
7. How often should employers conduct FARE evaluations for existing employees?
– Regular re-evaluations may be necessary if an employee’s job responsibilities change significantly or if they experience a health condition that affects their functional abilities.
BOTTOM LINE:
The Functional Abilities Recruitment Evaluation (FARE) test provides employers with an objective and standardized assessment of candidates’ functional abilities related to specific job roles. By utilizing this comprehensive evaluation tool, organizations can make informed recruitment decisions while reducing workplace injuries and ensuring compliance with disability legislation. However, it is essential to understand jurisdiction-specific requirements and seek professional guidance when implementing the FARE test to minimize legal risks associated with its usage.