Who are your HIPOs?

March 7, 2016/in Assessments, Blog, for Development, Harrison Assessments/by Harrison Assessments

Who are your HIPO’s?

No, this is not a typo. I am not talking about those big somewhat loveable yet dangerous animals that frequent the waters… the hippos.

HIPO’s… High Potential Candidates. Those job applicants or current employees in your midst that are the potential proactive earners, the successes, the gems.

You can’t tell if someone is a HIPO just by looking at them. They are not wearing a big gold star on their lapel that signifies, “I am your best employee pick.’’

An effective tool to use in identifying employee potential is a comprehensive behavioral assessment that is specifically designed for job fit analysis, such as Harrison Assessments.

Behavioral Assessments Need to Be Job Specific

March 6, 2016/in Assessments, Blog, for Development, for Recruitment, Harrison Assessments/by Harrison Assessments

Why behavioral assessments need to be job specific

Most behavioral assessments are not job specific and only describe the individual’s personality. However, this is not a fair or effective way to predict job fit. Job specific assessments are more accurate for the organization and more fair to candidates. They identify and develop those who are most likely to succeed in a particular job for a particular company.
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Keep Your “Keepers” with Behavioral Assessment

January 19, 2016/in Assessments, Blog, for Development, Sheryl Dawson, Talent Analytics/by DCG

Is your Board and executive team developing human capital strategies to gain competitive advantage and accelerate their business goals? Is your organization seeking new ways to positively impact engagement and retention? If so, they are not alone! Deloitte Consulting and Bersin identifies three primary areas of strategic focus in their Global Human Capital Trends report: Lead & Develop, Attract and Engage, and Transform and Reinvent. Among these strategic trends, leadership, retention and engagement, talent acquisition and reskilling HR were the top urgent needs to support business priorities and goals. Additional research by Aberdeen Group of Best-in-Class organizations demonstrates that top performing organizations, successfully utilize behavioral assessment as an enabler in each of the strategic talent needs.

Is improving engagement and retention a top priority in your organization? An assessment system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. Now one system can meet each of these crucial needs.
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