• Shoot for the 90%-95% job success predictability rate.
• Make use of a customizable library of 6,500 job success formulas to prescreen applicants saving 80% of your administrative time and short list the most eligible ones and review the CVs of qualified candidates if you wish to.
• Automatically route the eligible list of applicants to the behavioral assessment part of the screening. This is when they are asked to fill the Harrison Assessments smart questionnaire ©  that gauges 175 factors (job-specific behavioral requirements and behavioral competencies – 3 times more than what’s available for you elsewhere) and benchmarks them against the selected job success formula. The result is a list of candidates who not only know how to do the job, but also who are very likely to be engaged and satisfied doing it.
• The eligible and behaviorally fit list is then moved into the interview process that targets key success factors and uncovers behavioral issues and hence polishes the recruiter’s decision-making power while keeping yourself immune from biases.

All that while benefiting from the Enjoyment Performance Methodology that puts the right balance between the job needs and what individual employees need and want as well to be satisfied and engaged doing that job.

What if you were gifted with the power of sight? What if you were granted a dashboard, kind of a glass ball, that would let you know exactly what your employees development needs are, bias-free, hassle-free; be that before they join you or at any point in their career cycle?

With its ability to measure 175 job-related behavioral factors, counter-productive and   success-derailing tendencies included – all in 25 minutes; and its toolbox of useful, practical, easy-to-read-and-act-on reports, Harrison Assessments makes coaching, talent development and engagement more effective and efficient than ever.

Simply because your organizational talent will be developed taking both them and their jobs into consideration and because they’ll be coached based on their subjective particularities.

Harrison Assessments’ innovative approach to succession planning gives your talent pool access a personal career planning portal that allows them to spot the open jobs that they are most likely to enjoy and get engaged in.

At the same time, your decision makers will have access to a powerful dashboard that shows the talent pipeline in a perspective that uncovers not only its already spotted potential, but also the talent that might be hidden from the classical subjective identification channels; all objectively ranked according to their qualifications, behavioral competencies and job suitability.

This way, employees keep talent pools current and up to date, and decision makers can enjoy viewing clearer and deeper than otherwise possible, and making intelligent choices based on talent pool analytics and assessment-based career planning.

Have you ever wondered what behavioral traits are responsible for success in your organization? HA can answer that question for you through its benchmarking algorithm and can build a blueprint based on which you can replicate that success whether you’re developing talent or recruiting.

Are you who you say you are? Are you driving towards who you say you are? Where are you from who you say you are?

A few questions that HA can answer for you so that you can know exactly how you’re doing on your advertised corporate values and how you can get your organization to where you want its culture to be.