Recruitment - 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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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

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?

New Tech to Manage Hiring

August 15, 2016/in Blog, Harrison Assessments/by Harrison Assessments

They say data is king. He who gathers and uses the data the best wins, no matter what the goal. So if your goal is to hire the best suited person for the job, are you optimizing your data?

For the last twenty years, the HR solutions for hiring used slow, inefficient processes to choose the right job candidates. Other departments, such as bookkeeping, sales and customer service evolved from using static, standalone contact systems to more sophisticated automatic systems. These new systems cut down on tedious entry work and added efficiencies and greater performance. They free up labor to perform more personal and human tasks allowing for better customer and prospect engagement and tighter financial performance.

Yet, HR talent acquisition remained limited to software filled with old data that required manual updating and was difficult to use. Time and space were being taken up with paper application or slow digital storing and sorting processes. With these systems, 80 percent of a recruiter’s time was typically spent performing low-level mindless tasks.

However, hiring and development of good talent is getting a boost from more sophisticated data management. Forward thinking companies are now utilizing more sophisticated software systems that use data science and predictive analytics to alleviate the menial work.

Just DO it!

June 15, 2016/in Assessments, Blog, for Development, Harrison Assessments/by Harrison Assessments

“I HATE my work!” How successful do you think someone will be at a job who says this? “I don’t care if you hate it, just do it”. How long will this company be operating if this is the most often said comment from the team leader?

The Harrison Assessment’s Paradox Theory predicates that performance and enjoyment are closely linked, because when one enjoys doing something in particular, one tends to do it more willingly and often. This in turn makes one very competent in that task and thereby makes one an effective exponent of that particular job. Workers who have a great time doing whatever it is that captivates them, will be effective performers and ultimately add to the company’s success rate!

The key is to ﬁnd what turns on a particular worker and provide an environment where this is readily found and you’ll have a recipe for employee success for sure!

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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Make Every Day, Veteran’s Day!

November 12, 2015/in Blog, Recruitment, Sheryl Dawson, Veterans/by DCG

November 11 proved we love our Veterans! There were many stories shared of heroes who humbly said they were just doing their jobs, like the heroic story from the Battle of Iwo Jima, of Hershel “Woody” Williams, the oldest living Medal of Honor recipient at 92. He only knocked out seven concrete enemy pillboxes and cleared the way for Marines to press the attack on the island – he was just doing his job along with 6,800 American service members who died and thousands more who were injured taking the island back from 22,000 Japanese defenders. http://www.usatoday.com/story/news/nation/2015/11/09/voices-enduring-hero-marines-most-iconic-battle/75104166/

While it is great to have a special day to honor our Veterans, they deserve our gratitude every day. Almost all of us have a family member or friend who is a Veteran, yet each and every one is unique and special for their service. Whether they served during war time or not, they gave of their lives and time to secure our freedom. Here are 7 practical ways you can thank a Veteran every day: Read more

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