“I HATE my work!” How successful do you think someone will be at a job who says this? “I don’t care if you hate it, just do it”. How long will this company be operating if this is the most often said comment from the team leader?
The Harrison Assessment’s Paradox Theory predicates that performance and enjoyment are closely linked, because when one enjoys doing something in particular, one tends to do it more willingly and often. This in turn makes one very competent in that task and thereby makes one an effective exponent of that particular job. Workers who have a great time doing whatever it is that captivates them, will be effective performers and ultimately add to the company’s success rate!
The key is to find what turns on a particular worker and provide an environment where this is readily found and you’ll have a recipe for employee success for sure!
What differentiates HA from other testing tools in the marketplace? HA’s attraction is that it measures factors such as Task Preference (this includes driving, computers, teaching, researching, manual type of work, physical, numerical preference for finance/accounting/) and Work Preference factors (such as outdoors, public contact, repetition) and Interest Factors (such as Finance/Business, Food Preparation, Science, Electronics). What’s even better is that HA measures an amazing 175 factors which in case you’re unaware, is some five times more than the tests offered by other rivals. It has yet another compelling factor to its name, HA boasts an 85% predictive accuracy that is able to measure traits that are correlated to successful performance and at the same time measure the presence of negative traits that can be counterproductive to successful performance.
But what, you may ask is the basic difference between “personality tests” and “job suitability tests”? In HA’s case, personality tests may predict that the person is a “nice and pleasant” person but as you and I know, being nice does not guarantee success or great performance on the job.
Still, what are the ‘must haves’ when picking the right kind of assessment ‘tools’ to aid in the hiring process? A comprehensive recruitment tool kit should include a job analysis questionnaire, a profile analysis, a “Traits and Definitions” report, a behavioural impact graph and narrative, a paradox graph and narrative, positive or counterproductive traits of the applicant and probing for weaknesses in contrary evidence questions.
Okay, so why the need for such a test? The key reason is that the Harrison test helps to narrow down even more, the potential capabilities and areas of natural competence on the part of the job applicant.
More specifically it throws the spotlight on four important areas – ability (what he can do now and after training is given), aptitude (ability to gain a skill after training), power (reasoning ability) and performance (relating to one’s experience). Power-centric tests allows one to test for aptitude while performance-centric tests measure the candidate’s innate ability.
Finding the right candidate for a job is difficult. Using an assessment tool such as the Harrison can help save you time, money and a lot of headaches by helping you find someone who doesn’t say, “I hate this job”. And it will hopefully make it so your team leader does not have to say… “Just do it!”