Tag: Harrison assessments

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…

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…

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…

key motivators harrison assessments Chesterfield

Dan Harrison could have written CHEF

As a diehard Harrison Assessments fan I tend to see the world in terms of suitability and paradox theories played-out daily in the oddest places. This last weekend I watched the movie “Chef” Starring Jon Favreau, Sofia Vergara, and Bobby Cannavale, and it is wonderful. The message of “Chef” is suitability theory on steroids, framing…

cross functional roles Harrison Assessments Chesterfield

Job Success Functions and the Cross Functional Role Challenge

One of the most common JSF requests I receive is Project Manager. It’s a logical request because it is a very common role. Project Managers can be found in almost every organisation within every industry; and this is why Project Manager cannot be a JSF. It is too generic. Project Managers can be found within…

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…

lost without map Harrison Assessments Chesterfield

How Long Will You Stay Lost without Consulting a Map?

There are over 6500 job descriptions listed at the Bureau of Labour Statistics. That’s quite a forest to wander through when trying to answer the age old question of, “what do you want to be when you grow up?” It used to be that we chose a career based upon our experiences of family and…

cut for the job Harrison assessments Chesterfield

Are You CUT for the Job?

Diamonds are cut in many ways, namely round, princess, single cut, old European, radiant, and pear, just to name a few types. There are different cuts for different occasions. Drawing a parallel comparison to the organisational context, Cut refers to the compatibility of the person to the job, to the company culture, to the supervisor’s…