ZERORISK Best Practices for Getting Started

Thank you for choosing the ZERORISK Hiring System. We are excited to have you on board as a ZERORISK client. We want to ensure a seamless integration into your hiring process; below are a few best practices to help.

1.  Identify the point in your process when you will administer the ZERORISK Hiring System assessment to all candidates. The key is to be consistent. We recommend you make this part of the application process. This approach ensures you are treating every candidate the same and are not using the information as the sole basis of your hiring decision. Options include administering the assessment:

a.  Upon application for the position

b.  After the initial phone screen and before the first in-person interview

It is ideal for the candidate to complete the assessment early in the process to enable use of the behavioral interview questions to address areas of concern.

2.  Assess all candidates. In addition to helping your organization remain consistent in the hiring process, the ZERORISK profile provides valuable information that can be used outside of an interview. It may be useful for you to revisit an individual’s ZERORISK scores when he or she is being considered for a new position or if you are adding a new employee to an existing team. If all employees completed the profile in the candidate stage, this information will be readily available.
 

3.  Clearly communicate the new hiring process to all employees. Eliminate communication breakdown among employees by explaining the new hiring procedure to all parties (e.g., human resources team, executive team, all hiring managers, administrative support). A Hiring Checklist may be helpful to convey the process.

4.  Advise all candidates of the hiring process. Explain the assessment is not the only factor in the hiring decision; the candidate’s technical skills, interview, and references are also taken into consideration. Sample wording is available when inviting a candidate to complete the assessment through the ZERORISK Portal. If the candidate did not get the position, do not state it was due to his or her ZERORISK score, only that there was another candidate with better qualifications for the role. 
 

5.  Lean on us! Join our monthly ZR101 Webinar training to learn how to integrate ZERORISK into your hiring practice. We also have an advanced ZERORISK Certification Training workshop where you can gain an in-depth understanding of how to apply the assessment results for the best outcome in hiring and development. To learn about the client portal interface, join the monthly ZERORISK Hiring System Portal Demo Webinar. Our HR Services team is also available to help you by reviewing profiles for candidates, comparing multiple candidates, suggesting benchmarks, providing training, and much more. Please feel free to send our contact information to any employees viewing the ZERORISK reports and let them know we are here to help: service@zeroriskhr.com.