Category: job eligibility

Best Practices in Hiring Assessments - leadership coach in Chesterfield

Best Practices in Hiring Assessments

Assessment is the essential foundation for organisational success because high quality assessment used at the point of hire enables you to have the greatest impact on performance, productivity and retention. What distinguishes the Harrison Assessment from others is its examination of both the eligibility and the suitability of a candidate for the position. To be…

the crystal ball of HR - leadership coach in Chesterfield

The Crystal Ball of HR

Wouldn’t it be great to have a crystal ball handy that you could whip out and use any time you needed to make an HR decision? “Oh mighty crystal ball, tell me is this person going to be the great employee that will help the company achieve its goals, or the hire from hell?” “Oh…

types of people you hire - leadership coach in Chesterfield

Four Types of People You Hire

Lou Adler said, when it comes to hiring there are only four types of people in the world. Type 1: those you should never hire. If you’ve ever hired someone who is a true misfit it’s apparent to everyone else you did something fundamentally wrong. The likely causes: you didn’t look at the resume, you…

job assessments related to purpose leadership chesterfield

Assessment Results… Are they Related to your Purpose?

There are many types of assessments and each has its own purpose. A critical consideration in selecting an assessment is to use an assessment that fits your purpose. If you are attempting to hire, develop, promote, and retain talent, the assessments must produce reports that are related to the requirements of the job. Does the…

picking the right candidate leadership chesterfield

Time to Pick the WINNING Candidate for the JOB

Too bad you don’t have sixteen weeks of testing to find the perfect candidate! I will admit it. My guilty pleasure is watching a few reality TV programs. “The Next Food Network Star” and “Celebrity Apprentice” are two of my favourites. I happily watch the trials and tribulations of the prospective job candidates as they…

Harrison Assessments Vice President Tracey Wik accepts Brandon Hall Silver Award

The Brandon Hall Group Excellence in Technology Awards

Harrison Assessments, a leader in innovative job-specific predictive analytics, won a coveted Brandon Hall Group Silver award for excellence in the Best Advance in Technology for the Remote Workforce category. Harrison Assessment’s win was announced on December 8, 2022. The winners are listed at https://excellenceawards.brandonhall.com/winners “In a post-pandemic workplace, our research found many organizations are technically equipped…

recruiting hiring data Harrison Assessments Chesterfield

Can an Algorithm beat the Experts… At Hiring?

Data Beats Intuition at Making the Selection Decision Can an algorithm beat the experts at hiring? The Scientific American Article: How Data Beats Intuition says, “When we make selection decisions – whether it is choosing a date, a potential business partner or a job candidate – we try our best to make accurate judgments about the…

the jeckyll and hyde hire harrison assessments chesterfield

The Jekyll and Hyde Hire

Have you ever had the PERFECT candidate on paper and then after hiring, training and putting them to work had them completely fail? They had all the right criteria. The perfect skill level, the perfect education, the perfect personal and business references and yet, when it came down to getting the job done… zilch. I…

too much competency Harrison assessments Chesterfield

Can You Have Too Much Competency?

If a Diamond is a girl’s best friend, then the Right Talent must be an organization’s best asset. Assessing and determining the quality and value of a diamond is commonly known as the 4C’s: Carat Clarity Colour Cut Perhaps we should use this same concept to assess talent in an organization: Capability Competency Character Cut…

character and chemsitry harrison assessments Chesterfield

Character and Chemistry

“People are not your most important asset – the right people are” -Jim Collins. Like the various colour tones of a diamond that determines it quality and value, people come in all sizes, unique personalities, and interesting characteristics. Character refers to a prospective candidate’s personality and attitudinal preferences. Attitudinal preferences can be rather broad. The…