Job Fit – Dawson Consulting Group

Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

May 10, 2022/in Assessments, Behavioral Assessment, Blog, for Recruitment, for Selection, Harrison Assessments, Job Fit, Predict Job Fit, Recruitment, Sheryl Dawson/by DCG

Summary: Harrison Assessments has developed an AI recruiting solution for organizations whose recruiters are overwhelmed by the recruitment cloud of uncertainty and a storm of resumes. Efficient, cost-effective, and predictive, it is a no risk solution with an incredible ROI. Harrison Assessments AI recruiting solution with feeling has a value proposition that organizations with high volume recruiting cannot afford to miss.

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least, especially with the Great Resignation putting added pressure on recruiters. Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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Accelerate Your Talent Future with Predictive Assessment!

September 30, 2019/in Assessments, Behavioral Assessment, Blog, Engagement and Retention, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Job Fit, Leadership Assessment, Predict Job Fit, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management/by DCG

Integrated Talent Management Requires Decision Analytics

Are you overwhelmed by the proliferation of HR-related technologies and analytics capabilities, as are many HR professionals? Like any disruptive technology, it takes time and commitment to sort through the possibilities, their benefits to the organization, appropriate talent strategies and effective implementation. Behavioral assessments are adapting to the new technologies but many assessment tools are simply that—resources to be utilized for narrow applications and specific needs. Change and innovation in the field are happening so fast that at times we need to just stop, evaluate processes/methodologies, and consider the ROI for adopting the new technologies and analytics.

Universal Weather and Aviation: A Culture of Purpose

May 15, 2019/in Assessments, Behavioral Assessment, Blog, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Innovation, Job Fit, Leadership Assessment, Organizational Change, Predict Job Fit, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management, Team Development/by DCG

Texas Business Radio Interview: Sheryl Dawson on Talent Imperatives for Business Results!

February 7, 2019/in Accountability, Assessments, Behavioral Assessment, Blog, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Job Fit, Leadership Assessment, Organizational Change, Predict Job Fit, Private Equity, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management, Team Development/by DCG

Matt Register with Texas Business Radio interviews Sheryl Dawson, CEO Dawson Consulting Group on the pressing talent issues organizations face in an expanding economic environment.

Lift the Cloud over Recruiters – Use Artificial Intelligence with Feeling!

June 14, 2018/in Assessments, Behavioral Assessment, Blog, for Recruitment, for Selection, Harrison Assessments, Job Fit, Predict Job Fit, Recruitment, Sheryl Dawson/by DCG

The challenges recruiters face in sourcing and hiring the best talent is daunting, to say the least. Sometimes they feel like a cloud of uncertainty hangs over their heads – uncertainty about the availability of qualified talent, uncertainty about their ability to attract them in a competitive market, uncertainty about their future talent needs and the ability to hire right in the present to meet those needs.

The Rise of Recruitment AI
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Improving Accountability within the Workplace

May 12, 2016/in Accountability, Assessments, Blog, for Development, Harrison Assessments, Job Fit/by Harrison Assessments

Forbes Magazine published an article on Accountability titled, “7 Ways to Build Accountable Organizations”. Within the article, the author posses the question:

Where do you need to invest your time and attention to build an environment of accountability?

This is a question many organizations ask themselves and consistently struggle to find the answer. A significant reason so many organizations are struggling to answer the question on accountability is because their primary focus is on process and they do not consider job fit.

The Forbes’ article on accountability effectively covers the core procedural elements necessary to be able to monitor and report on accountability: clearly defined job roles, mutually agreed upon tasks, positive incentives, consistent reviews, etc. However, the article like many other periodicals on accountability overlooks the significance of job fit.
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