Post-Offer Physical & Functional Screening
Post-offer functional and physical-ability screening built around each job's real demands — lift, carry, push/pull, range of motion — administered by licensed physical therapy professionals and optionally paired with a pre-employment drug screen. Match the right hire to the work before day one.
A post-offer functional (physical-ability) screening tests whether a candidate can safely perform a job's essential physical demands — lift, carry, push/pull — by licensed physical therapy professionals, matched to your job.
A new hire who can't safely meet a job's physical demands becomes an injury, a workers' comp claim, and a re-hire — often within the first 90 days. A post-offer functional screen catches that mismatch before placement, not after.
Built around your job, not a generic checklist
Diversified builds each screen from the actual physical demands of the role you're hiring for. For heavy material handling that might mean floor-to-chest lifts at 35 and 50 pounds, a loaded carry, and a 100-pound sled push/pull; for another role, a musculoskeletal screen of range of motion, grip and pinch strength, and provocative testing. Every applicant for the same job category is tested the same way, against the same documented requirements.
Administered by licensed physical therapy professionals
Screens are conducted and scored by licensed physical therapy professionals — each task marked able or unable to perform, with body-mechanics and coaching notes — returning a clear determination: the applicant's physical abilities do, or do not, match the job description.
Structured to keep post-offer testing defensible
Physical-ability screening is legally sensitive. We administer it post-offer, uniformly across a job category, and matched to the position's documented essential functions — the structure that keeps it consistent with ADA expectations. You decide how to use the result; we give you an objective, documented basis for it.
One visit, drug screen included if you want it
Pair the functional screen with a pre-employment drug test — from a 4-panel instant to a 10-panel with lab confirmation — and handle both in a single post-offer appointment.
Key Features
Tailored to Each Job
We build the screen from your role's documented physical demands, so it tests what the job actually requires.
PT-Administered & Objective
Conducted and scored by licensed physical therapy professionals — able or unable to perform, with body-mechanics notes.
Post-Offer & Uniform
Administered after a conditional offer and applied the same way to every candidate in a job category — the structure that keeps physical testing defensible.
Drug-Screen Bundle
Add a 4- to 10-panel pre-employment drug test in the same post-offer visit.
Clear Determination
A written result: the applicant's physical abilities do, or do not, match the job description.
Reduces Injuries & Early Turnover
Catch a physical mismatch before placement — not after the first workers’ comp claim.
Medical & Compliance Requirements
Compliance Requirement
Post-offer timing (ADA)
A physical or functional screen used in hiring should be conducted after a conditional job offer. At that stage an employer may condition the offer on the results, provided the same screen is required of all entering employees in that job category (42 U.S.C. 12112(d)(3); 29 CFR 1630.14(b)).
Job-related and consistent with business necessity
A pure task-performance or job-simulation test generally is not a "medical examination" under EEOC guidance. Because our screens can include range-of-motion, strength, and provocative testing, we administer them post-offer — the stage at which such testing is permitted — and, when a result is used to withdraw an offer, hold the standard to job-related-and-consistent-with-business-necessity (29 CFR 1630.10), mapping every screen to the role's documented essential functions.
Reasonable accommodation and direct threat
Where a result reflects a disability, the employer must consider whether a reasonable accommodation would allow the person to perform the essential functions, and may withdraw an offer only where they cannot, or would pose a direct threat. We provide the objective documentation; the hiring decision, and its legal basis, remain the employer's (direct-threat standard, 29 CFR 1630.2(r)).
Frequently Asked Questions
No. It's an objective test of whether an applicant can perform the job's physical demands, administered and scored by licensed physical therapy professionals — not a physician's medical examination.
We build each screen from your role's documented physical demands — lift weights, carry distances, push/pull forces, and sustained postures. Every candidate for the same job category is tested identically against those requirements.
After a conditional job offer, and required uniformly of all entering employees in the same job category. Conducting it post-offer and consistently is what keeps physical testing defensible.
Yes. We can add a 4- to 10-panel pre-employment drug screen and complete both the functional screen and the drug test in a single post-offer visit.
The functional / musculoskeletal screen starts at $125 per applicant, with consortium and contract rates available. A pre-employment drug screen is billed separately, per panel.
The screen gives you an objective, documented basis for the decision — but the decision and its legal justification are the employer's, subject to job-relatedness, reasonable-accommodation, and direct-threat analysis. We provide the documentation, not the legal determination.
A DOT physical is a federally required medical certification for commercial drivers, performed by a certified medical examiner. This is a job-specific functional and physical-ability screen for any role — it is not a medical certificate.
Our Post-Offer Back & Musculoskeletal Screening focuses specifically on musculoskeletal and ergonomic back risk. A post-offer functional screen covers the full range of a role's physical demands — lifts, carries, push/pull, and mobility.
Related Services
DOT Physical Examinations
Fast, FMCSA-compliant DOT physicals at our Lincoln and Beatrice clinics — about 30 minutes, performed by National Registry-certified examiners on staff. For full-service compliance clients, we track every driver's medical card and flag renewals before they lapse.
Fit-for-Duty & Return-to-Work Evaluations
Objective fit-for-duty and return-to-work evaluations for current employees — a functional work-readiness assessment by licensed physical therapy professionals, matched to the job's real demands. Used after injury or leave, a safety concern, or a workplace incident to decide who can safely return.
Audiometric Testing & Hearing Conservation
OSHA 1910.95 hearing testing for noise-exposed workforces — baseline and annual audiograms with standard-threshold-shift tracking. Test individuals at our Lincoln clinic, or bring our growing on-site mobile service to your factory floor for whole-crew baseline and annual screening.
Match the right hire to the work — build a job-specific functional screen (with optional drug testing) and stop injuries before day one.
Contact our occupational health specialists to ensure your workforce meets all medical certification and fitness-for-duty requirements.
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