The Most Overlooked Risk Strategy: Hiring with Claims in Mind

Most companies think about risk management after an incident happens. The smartest organizations think about it much earlier — during the hiring process.

Risk, at its simplest, is uncertainty. And few things introduce more uncertainty into a business than a new employee whose habits, judgment, or integrity are unknown.

Why Hiring Is a Risk Decision

Every claim starts with a person. That doesn’t mean injuries are always preventable — but it does mean that who you hire matters more than most employers realize.

Many organizations hire based on urgency, experience, or technical skills alone. What often gets missed is evaluating how a candidate behaves when:

• Safety protocols slow things down
• No one is watching
• Pressure is high
• Judgment matters more than speed

Screening for Risk – Without Guesswork

There’s no database that tells you whether a candidate will become a frequent claimant. But thoughtful screening can dramatically reduce your exposure.

Start by defining what “good” looks like in your organization:

• Reliable attendance
• Consistent quality of work
• Accountability
• Respect for policies and procedures

Then design interview questions that explore real behavior, not rehearsed answers.

Example:
“Tell me about a time something went wrong at work. What did you do, and how did you handle it?”

You can also introduce integrity-based or scenario-driven questions that reveal how candidates think in everyday situations. The answers are often more telling than resumes.

The EMR Effect

Your Experience Modification Rating (EMR) functions much like a credit score for workers’ compensation. The more claims — and the more severe they are — the higher your score climbs. Higher scores mean higher premiums and fewer options.

There’s no quick fix, but reducing preventable claims starts with who you hire today.