| |
|
"We use the Harrison behavioral profiling tool on all internal hires. Twice we ignored clear indicators of possible problems with the hires, and twice we were caught out.
We now dig even deeper when there are indicators to possible issues with potential hires", - CEO, Nizza Recruitment Services Asia |
When providing consulting services and advice to our clients on how to ensure that the recruitment and selection process is managed effectively the first time, we strongly support a balanced and holistic approach to the recruitment process. There are three phases to this process, that when weighted appropriately against the type of position, should greatly enhance the prospects of a 'successful hire'.
| 1. |
Eligibility – the resume, education, skills and experience – 45% |
| 2. |
Suitability - the degree to which a person's behavioral preferences and natural tendencies correspond with the requirements of a position – 40% |
| 3. |
Interview – 15%
Example, Project Manager for a Utilities Project in the Middle East
Eligibility is weighted slightly higher than Suitability due to the specialist nature of the position |
When assessing behavioral suitability, we recommend that our clients incorporate the Harrison Assessments behavioral profiling system. Harrison Assessments has undertaken performance research over many years and has identified certain traits and characteristics that have been found to either positively or negatively impact on performance for different position types. Harrison Assessments – predicting, assessing and developing performance
Candidate to Job Comparison
Use the Candidate to Job Comparison report, known as the Behavioral Impact Graph and Narrative, to pre-qualify candidates against a particular position. This report compares the candidate's 'behavioral suitability score' against Essential, Desirable and Traits to Avoid for the position. Harrison Assessments - Sample Reports
Interview Guide
The Interview Guide enables the 'Interviewer' to ask candidates behavioral based interview questions that directly address those same traits identified for effective performance for a particular position.
The Interview Guide is divided into three sections; Key Interview Questions for Essential Traits, Key Interview Questions for Traits that could hinder success, and Other Interviewing Questions related to traits that could hinder success. The "Look For" paragraph under each trait identifies the key criteria the 'Interviewer' should look for when scoring the interviewee's answers. Harrison Assessments - Sample Reports
Behavioral Report (Traits and Definitions)
This detailed report sets-out a person’s full spectrum of behavioral traits and preferences including traits, attitudes, motivations, interpersonal skills, interests, task preferences and work environment preferences. It also identifies the person’s behavioral competency strengths and potential weaknesses.
The Traits and Definitions report compares the person to a particular role by highlighting in green, blue and red, the Essential, Desirable and Traits to Avoid for that position. Harrison Assessments - Sample Reports
Free Demonstration Report
If you would like to complete the Harrison Assessments questionnaire on-line; please provide your full name, company and contact details and we will send the URL link to your email address. Harrison Assessments – predicting, assessing and developing performance
|
|
