There are more than 6500 assessments available today, not counting the 5 question “What colour is your aura” ones. However, there is only one that is specifically tailored to job fit and job suitability. Taking the Harrison Assessment is comparable to visiting a Pathologist. The process is a lot easier and a lot less painful…
Most people who fill out a job application don’t come with billboard signs, banners or instructions. They are also not 100% sure of what they want in a job. So how can you tell if someone is suitable for a particular position? Suitability/behavioural factors are more difficult to assess because, unlike eligibility factors, there is…
1. Hire for Job Specific Behaviours Research conducted by Harrison Assessments formulates different sets behavioural factors for more than 650 job types. Each job type also has different behavioural requirements depending on the required management level and experience level. Consequently, by uniquely calibrating management responsibility and experience levels, the Harrison system offers more than 6500…
If you had a worker who came into your office and said they weren’t feeling well, you would ask him what his symptoms were. If you walked up to their cubicle and saw their head down on the desk you would ask them what was wrong? If they were continuously sick you would send them…
Most personality assessments take a broad view of what traits make someone good at work. They have a tendency to lump all jobs together as having the same requirements for success. The buzz words for a good employee are things like… “has empathy” or “works well with others”. One popular article lists The Top Twelve Traits of…
Have you hired the wrong person? Fixing that bad hire can become a very expensive repair. Research shows that hiring the wrong person cost companies far more than the employee’s annual salary. It’s crucial that companies take the time and invest in a thorough interview process using proven assessment tools to find and match the…
Assessments are tools that are effective and safe (legally, for the employer and for the employee) for their intended purpose when you use the right tool for the right job. Harrison Assessments is both ipsative and normative. The questionnaire is ipsative in that 8 items are ranked against each other in a group and there…
They say data is king. He who gathers and uses the data the best wins, no matter what the goal. So if your goal is to hire the best suited person for the job, are you optimising your data? For the last twenty years, the HR solutions for hiring used slow, inefficient processes to choose…
Hiring and development of good talent is getting a boost from more sophisticated data management. Forward thinking companies are now utilising more sophisticated software systems that use data science and predictive analytics to alleviate the menial work. This new breed of “smart” hiring software is fuelling an emerging category called hiring success management (HSM). As HSM…
Do you have a place you go to relax? Get away from work, stress, commitments? Disengage? That’s tranquil inertia. The paradox theory in the Harrison Job Suitability Assessment identifies “tranquil inertia” as part of the paradox around “Motivation”. Self-Motivation and Stress Management may seem to be contrary traits, however when a high intensity exists in…
