Yes, you can if that is common within your company. A zero-hours contract has the advantage that someone who has not worked for a long time can build up their hours. In the long run, you will find that people often prefer work with fixed hours and therefore a predictable salary. A fixed-hours contract is (in the long term) certainly preferred.

Yes, this can be done as long as the principles and promises of Open Hiring are followed. Good coordination and communication between the intermediary and the client is therefore a requirement.

Yes, as long as the principles and promises of Open Hiring are adhered to. Good communications between you and the agency are essential in these cases.

No. The new employee will receive the same contract as all other staff performing the same role within the company. In the long term there must be potential for a permanent contract if they perform the role appropriately.

No. Employers offering Open Hiring are not allowed to ask for a CV, or take one if offered. We work according to OH’s principles and promises. It’s not about the past of a job seeker but what they have to offer now.

During the company visit, the employer must not ask questions of the candidate. This includes well-intentioned questions, out of interest, (e.g. where do you live, do you have children). If the candidate decides to take up the position, the employer may only ask those questions that are required for a contract (e.g. identity data, etc.), and to support the candidate into their role. Once the candidate has started work the employer may have discussions to get to know their new colleague better, as they would any other colleague. 

Many employers find it difficult not to ask questions, but research shows that most candidates will spontaneously tell their own story anyway.