1. ZERORISK 101 UNDERSTANDING THE ZR PROFILE

2. WHAT IS THE ZRHS MEASURING?  Values- what the person values, and how those values affect his/her actions, thought process, and decision making

3. BEST PRACTICES  Use the benchmarks + the Candidate Profile & Interview Guide (full report)  Think about the scores as a whole, not just individually  Ask the behavioral interview questions  Consider applicant’s other qualifications  Contact ZERORISK for support!

4.  High/Very High= Reliable  Use results  Moderate/Marginal= Unreliable  Do NOT use results ZERORISK RELIABILITY

5.  Reliability  High/Very High= Reliable (use results)  Moderate/Marginal= Unreliable (do NOT use results)  Match for Position  Condensed Reports Available ZERORISK RELIABILITY: CONDENSED REPORT

6.  Do NOT rely solely on the ZERORISK results for your hiring decision FOUR KEYS TO INTERPRETING THE REPORT

7. PAGE LAYOUT Thinking Facet (what is being measured) Strengths, Weaknesses, Best Working Environment, Resume and References and Behavioral Interview Questions

8. SCORING SCALE There is NO perfect score overall- it depends on the role (use the benchmarks) 6 ≤ greater than or equal to 6 shows a bias towards that thinking 6 > less than 6 shows bias against that thinking 95% of us fall within the 2 vertical lines

9. BEHAVIORAL INTERVIEW QUESTIONS  Legally reviewed interview questions are placed at the end of each section to help you conduct a productive interview.  Uncovers the content of a person’s value structure and how they use it in a working environment.  Past behavior is the best indicator of future performance.

10. WHAT DO THE SECTIONS MEAN? World Thinking  How we think about the world around us  Intuition & Empathy  Results Orientation & Decisiveness  Adherence & Organization Self Thinking  How we think about ourselves  Self View  Self Awareness  Self Expectations

11. INTUITION & EMPATHY Relationship Building and People Skills  Measures how we communicate and build relationships with people  Above 6 = More trusting, relationship builders  Score of 6 = Attentive to people but remains objective  Below 6 = Business focused, guarded and direct dealing with people

12. INTUITION & EMPATHY

13. RESULTS ORIENTATION & DECISIVENESS Energy and Focus on Tangible Business Results  Comparative or relative thinking process measuring motivation, political acumen, sales acumen, attention to detail and planning  Above 6 = More impatience or impulsiveness in decision making  Score of 6 = More energy in decision making, don’t need all the facts  Below 6 = Cautious in decisions, gather the facts

14. RESULTS ORIENTATION & DECISIVENESS

15. ADHERENCE & ORGANIZATION Planning Organization and Rule Orientation  An indication of a person’s tendency to follow rules, regulations and policies. Also a source of our planning and organization skills.  Above 6 = Attentive to rules and structure, will likely follow policies and procedures that they believe in; confirm expectations of the higher scores of 8 and 9  Score of 6 = Clear application of policies and procedures  Below 6 = Need more room for creativity and flexibility in their role; very low scores may be rebellious or rule breakers

16. ADHERENCE & ORGANIZATION

17. TYPES OF REASONING Style Measurement  Measures the way a person reasons in decision making A-C Analytical = Logical & Linear D-F Intuitive = Logical + Gut feeling G-K Unconventional = Creative/Outside the Box

18. SELF VIEW Courage and Resiliency  Measures how we view our own uniqueness and abilities, a source of natural courage, passion, and ego  Above 6 = More resilient, competitive, natural ego, gravitates towards leadership, like to be in the know  4, 5 and 6 = Resilient to criticism, natural courage; no interview questions for 4, 5 and 6 as these scores work well in most roles  3 and Below = May be sensitive to criticism and rejection

19. SELF VIEW

20. SELF AWARENESS Persuasiveness and Need for Recognition  How we see ourselves compared to others. A source of initiative, energy, self confidence and competitiveness. How we affect and influence others.  6 or Above = Competitive, assertive and persuasive, naturally confident and needs more recognition. Ideal for sales.  Below 6 = Team player, shares accolades, less ego, experiential confidence

21. SELF AWARENESS

22. SELF EXPECTATIONS Goal Orientation and Work Ethic  Measures our attentiveness to rules and personal goals. A source of accountability, integrity, and ethics; the internal rudder that guides us  6 or Above = Driven, high accountability, strong sense of duty  Below 6 = May lack initiative and persistence, look at tenure for signs of job hopping Note: This score could be affected by stress, check for longevity in tenure, accomplishment of goals, going above and beyond the call of duty, etc.  3 and Below = May lack accountability or have fluctuations in initiative

23. SELF EXPECTATIONS

24. ATTENTION BALANCE Style Measurement  Where a person is most comfortable focusing their attention when under stress. 0.3 Inner Directed= When under stress focuses on personal needs/interests first. 0.7-1.7 Balanced= When under stress can balance focusing on others as well as themselves 3.0 Outer Directed= When under stress focuses on others first.

25. BLENDING SUMMARY  Analyzes the patterns the scores follow, combines them into a summary  If your organization would like to share the ZERORISK results with employees, it is recommended that the Blending Summaries be shared rather than the full results  It is acceptable to share the full ZERORISK results with managers as they will likely be working with the profile in their hiring efforts. Have them sit in on this call for training.

26. RENDER THE BENCHMARK  Compares candidate to the position  Highlights possible areas of concern

27. BENCHMARK COMPARISON  Candidates may be low risk in comparison to a particular benchmark; nevertheless, it is good practice to use behavioral interview questions to confirm how they have performed in the past.  “You seem to be direct and a straight shooter when dealing with people. Tell me how this characteristic has worked for you in your past, and give me an example of how it worked against you as well.”

28. BENCHMARK COMPARISON Intuition & Empathy  We have all had to work with people who see things differently from us. Can you think of a person or group you have worked with who saw things quite differently from you? Give me an example of when they did not agree with what you were doing and how you addressed the situation. Results Orientation & Decisiveness  Many people take action or make decisions very quickly. Give me an example of a time when you felt you made a decision too quickly. What caused you to make the decision you did and how did it turn out? Self Awareness  Tell me about a project in which you played a critical role that demonstrated a key personal attribute to achieve an end result.

29. BENCHMARK COMPARISON Possible concerns: Intuition & Empathy Results Orientation and Decisiveness Self View Self Awareness 1 year later… 15% high risk 65% medium risk 90% low risk

30. RECAP  Check the cover page for reliability  Render the benchmark to compare the scores to the position  Use the interview questions  Warning! The ZERORISK results are to be taken into consideration along with the candidate’s technical skills, the interview and references.  Call us for support!

31. UPCOMING TRAINING Portal Usage and Demonstration Webinar August 23 rd at 12:00 CDT ZR102: The Ultimate Behavioral Interview August 25 th at 12:00 CDT ZERORISK HR Certification Training Workshop October 4 th and 5 th, 2016 in Dallas, TX Call us at 1-800-827-5991 for more information

32. CONTACT ZERORISK!  HR Services Department  service@zeroriskhr.com service@zeroriskhr.com 972-996-0800 800-827-5991- Toll Free Become the expert for your organization, join us for the ZERORISK Certification Workshop