Harrison’s award-winning technology provides secure, job specific predictive analytics that enhance the candidate and employee experience. Harrison Assessments save you time and money, while enabling you to hire the best candidates and target development needs.
Harrison’s Talent Acquisition solution enables you to hire the right talent – and do it quickly. Filter and rank the best applicants before you review resumes or interview. Use predictive analytics to quickly identify, attract and hire the best candidates. Our award winning pre-hire assessment technology pre-screens applicants for qualifications, experience, cognitive ability and job specific behavior providing actionable data for effective decisions.
The SmartQuestionnaire is delivered online and takes only 25 minutes to complete. It measures 175 job performance impact traits and the results are available in seconds.
Engaged employees wholeheartedly give discretionary effort to help the organization succeed. Traditional engagement surveys only measure group engagement issues, ignoring the crucial individual data and assuming that managers are solely responsible for engagement.
Harrison’s approach to Engagement measures individual engagement as well as group engagement and is based on the assumption that engagement is a shared responsibility between the employee and the organization.
Measure employees fit for the job, their important expectations and their current fulfillment levels as a means to facilitate the realistic conversations needed between employee and manager.
Managing the talent pipeline is more critical than ever. The Harrison Assessments system provides the ability to predict an individual’s likelihood of success at multiple levels within an organization and create a developmental plan to accelerate their progress.
Talent Management:
Harrison Assessments reveals deeply rooted insights that determine essential high performance traits and those that will accelerate or hinder performance related to specific positions. It reveals a person’s work preferences and behavioral competencies that pinpoint the developmental opportunities and career planning to achieve personal satisfaction and measurable job performance.
Predict how they will:
In today’s specialized work environment, talent is not enough. Talented people must effectively work together in order for the organization to succeed. Harrison Assessment’s Paradox Theory reveals team dynamics in a way that has never before been possible, enabling individual team members to easily identify how their own behaviors contribute or obstruct the team objectives. It also provides a step-by-step plan in which each team member can make adjustments to facilitate optimal team performance.
A team building tool to:
The ability to predict job performance is dependent upon identifying all of the critical factors. Assessing Eligibility or technical competencies alone only represents a portion of the critical factors to predict performance. When behavioral competencies are also measured, such as emotional intelligence, personality, and work preferences, a high degree of accuracy is attained to predict individual performance in specific jobs.
Enjoyment Performance Theory states that an individual will perform more effectively in a job if they enjoy the tasks required by that job, have interests that relate to the position, and have work environment preferences that correspond with the environment of the workplace. Harrison Assessment’s global research indicates that the enjoyment of these various aspects of a job is highly correlated with good performance.
Only Harrison Assessments’ Paradox Technology can determine if a strong trait is a true strength or a potential derailer.
Every trait can be a strength or a derailer depending if the trait is balanced by another seemingly opposite (paradoxical) trait.
For example, if a person is strong in both Frankness and Diplomacy, both will be genuine balancing strengths when communicating.
On the other hand, if a person has only one of the paradoxical traits, there will necessarily be a related counter-productive behavior, the strength of which depends on the extent of the imbalance. For example, a person with very strong Frankness and weak Diplomacy, will have a strong tendency to be disruptively Blunt which leads to unnecessary upsets, mistrust, and employee turnover.
Conversely, a person with very strong Diplomacy and weak Frankness, will have a strong tendency to be Evasive when communicating, causing confusion and unresolved issues.
In some cases, the person is weak in both Frankness and Diplomacy indicating they will try to Avoid Communication. The key is to appreciate and strengthen both sides of the paradox.
• Create a more accurate and efficient Selection process
• Improve strategic workforce and succession planning by accurately identifying and developing high potential employees
• Improve employee productivity, satisfaction, and retention through better employee job fit
• Increase effectiveness through targeted coaching, development, and performance management by identifying behavioral traits correlated with specific jobs and customizing behavioral competencies to your company’s needs
• Increase team productivity by improving working relationships and leveraging team member strengths
• Increase efficiency of assessment using a single 25 minute SmartQuestionnaire to create multiple reports and applications
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