Getting It Right
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To select right first time needs an assessment system that will, with a high degree of accuracy, determine which candidates have the greatest overall capability and suitability for the specific job and for your company
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Using customised job-specific assessment, select high performers with up to 95% accuracy, compared to around 50% from a personality test and well-structured interview process
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Identify individuals with leadership potential before they come to work for you
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We can help you achieve this, at reasonable cost, with lower time cost and effort for your business, and a much reduced recruitment timescale
- The direct and indirect costs of a bad hire or promotion are well known. Additionally, too many employees just don’t perform at expected levels, are not fully engaged, or unnecessarily choose to move on
- Companies often hire the wrong candidates or fail to hire the best candidates because they don’t have a systematic approach that measures ALL the qualifications and behavioural competencies needed to determine job success.
- Effective assessment must comprehensively cover both Eligibility (qualifications, skills and experience) and Suitability (which includes attitudes, motivations, interpersonal skills, interests, work values, and work preferences) specifically against each job – and provide an overall measure (candidate score) for the assessed factors.
- Because it meets the above criteria, we use the Harrison Assessments system. Recruitment assessment is just one element of an integrated talent development system, which has the credentials of 25 years of research and successful assessment validation data.
Assessment Process
Individuals complete a single questionnaire only and the results of this are used for all assessment needs – recruitment, development, identifying high potential, leadership, employee career planning, talent pipeline and succession planning. Together with highly automated processes, this saves considerable time and cost in talent management, whilst providing constant ‘real time’ data.
The same assessment process is used for both talent recruitment and talent development.
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Assessment and Selection
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Automate the entire selection process to the shortlist stage
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The online system will provide a ranked shortlist of candidates
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Research-backed candidate ranking scores accurately predict job success
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Candidate reports provide in-depth insights, including powerful Paradox analysis
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Candidate assessment can include fit with your Company Culture and Values
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Benefit from the powerful effect of using performance benchmarking in recruitment selection
Key Job Success Factors
- Candidates are assessed against key job success factors (a Job Success Formula) that measure each applicant against the ideal candidate for a specific job in your company
- Performance research is used to create job success formulas for specific jobs, so eliminating the guesswork as to which behavioural factors relate to success in that job
- Select from a library of over 6500 pre-configured Job Success Formulas and then then tailor it to your business
- If you have undertaken High Performance Benchmarking for a job for which you are now hiring, then your candidate scoring will have a highly accurate prediction of job performance
Candidate Assessment and Selection
- A completely automated online process to the shortlist stage
- It starts with a straightforward sub-30 minute online questionnaire
- An Eligibility filter politely declines unqualified applicants early in the questionnaire
- Advanced cross-referencing technologies provide the equivalent information of a full day test
- Highly accurate ranked list of qualifying candidates, including a top-candidates shortlist
- Ideal applicants are identified the moment they apply
- Competency-based interviewing – individually tailored interview questionnaire for each shortlist candidate
- Applicant tracking and feedback to all applicants
- Decreases recruitment timescale and time costs by up to 80%
- Candidates can start their job application directly via a web link on job boards, LinkedIn, Facebook, on your website or ours, or elsewhere you might choose
Job Candidate Assessment Reports
- The most detailed and informative reports in the industry
- Reports are specific to each employee or team and each position
- They provide a comprehensive insight for review of the shortlisted candidates
- The Job Success Analysis report gives a complete analysis of a job candidate’s strengths and weaknesses against all relevant factors for a specific job, showing the potential positive and negative impact of each factor or trait on job performance
- Harrison Paradox Analysis provides managers with an in-depth understanding of a candidate’s work-related behaviours. It is the only assessment system that applies paradox analysis
- The How to Attract report identifies the key leverage points that will help managers convince the best candidate(s) to work for your company
- The Interview Guide lists key eligibility and behavioural questions to effectively evaluate the candidate, and provides a consistent interview scoring method for all candidates
Paradox is the result of integrating two seemingly contradictory behaviours that both contribute to an individual‘s success. For example, a traditional bipolar approach assumes that the more Diplomatic you are, the less Frank you are. In fact, you can be both Frank and Diplomatic or neither. Individuals who have balanced paradoxes are more likely to succeed – a high score for both Frank and Diplomatic indicates “Forthright Diplomacy” or, put another way, “Balanced Versatility”. A low score for both indicates Poor Communication skills.
Interim/Project Recruitment
If you have interim requirements to cover a leaver, a person away for a period, or for a specific short term project, ensure you hire the right person by using the same assessment approach as you would for permanent recruitment.
The completely automated process will not only ensure you get the right person, but it will also reduce the amount of time you spend on sifting through CVs and conducting interviews.
