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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More than a Data Point! Gain Predictive Analytics across the Talent Cycle

January 11, 2018/in Assessments, Behavioral Assessment, Blog, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Leadership Assessment, Predict Job Fit, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management, Team Development/by DCG

With literally thousands of assessments available, it is hard to know which to trust, how to use them, and how to evaluate the value of their data. Many personality and style indicators are popular for insight on employee differences and learning how leaders and team members can adapt to various styles for more effective relationships. But when it comes to hiring, development, and succession planning these popular tools and instruments are too limited to provide predictive value. Because many organizations have traditionally applied these tools beyond their intended purpose, leaders and recruiters are often skeptical of using any behavioral analytics! How can organizations avoid getting burned and find the right assessment for the right application when it comes to hiring, development and succession planning?

Keep Your Keepers! A Winning Talent Strategy for 2017 – Part 2

January 24, 2017/in Assessments, Behavioral Assessment, Blog, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Leadership Assessment, Predict Job Fit, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management/by DCG

Advance Your Organization’s Success in 2017 – Implement EQ¹⁰!

10 Top Talent Strategies that Leverage “Engagement Intelligence”

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In part one of Keep Your Keepers we covered fundamentals of integrated talent management and engagement. In part two we present the 10 winning talent strategies for success in any organization.

Extensive research has demonstrated that when organizations invest in the following ten talent management strategies they leverage “Engagement Intelligence” to achieve their business goals and WIN! I call these talent strategies EQ,sup>10:

Keep Your Keepers! A Winning Talent Strategy for 2017 – Part 1

January 11, 2017/in Assessments, Behavioral Assessment, Blog, for Development, for Recruitment, for Selection, for Talent Development, Harrison Assessments, Leadership Assessment, Predict Job Fit, Recruitment, Sheryl Dawson, Succession Planning, Talent Analytics, Talent Management/by DCG

Build a Foundation of Integrated Talent Management that Drives Engagement!

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As we embark on a promising new year, organizations are positioning talent strategies to meet their business goals. Regardless of the industry, achieving alignment of talent goals with business objectives is essential for strategic and organizational success. Foundational to effective talent management is an integrated approach that facilitates engagement. To effectively identify your organization’s top talent management priorities, it is crucial to understand your business strategy. Only then can talent management processes be aligned effectively to that strategy.
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The Best Job Suitability Assessments

March 23, 2016/in Assessments, Blog, for Recruitment, Harrison Assessments, Predict Job Fit/by Harrison Assessments

There are bunches of assessments available today. Finding and developing that diamond in the rough employee has become an art, and employers are trying to get all the help they can in choosing the best candidate.

Which assessment is best? There are few things to consider when making the choice. Does the assessment use the same set of factors for every job? If that is the case, it is very unlikely to effectively predict job success. In order to predict job success the assessment must be job-specific.

For example, many personality tests use the same set of personality factors for every job. The majority of these factors are likely to be irrelevant to job success for any one job. How can recruiters or line managers know how to use such information when it is not job specific? Using such assessments is not only counter-productive, it violates hiring ethics and, in many cases, legal guidelines.