Tag Archive for: selection assessment

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

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Harrison Assessments Unlimited Monthly Screening Aptitude

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

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Harrison Assessments Unlimited Monthly Screening Aptitude

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
Read more

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

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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?

Suitability and Eligibility- The Win Win Candidate

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Winning CandidateSuitability AND Eligibility.. The winning combination in HR that can help you find the win/win candidate.

Choosing the best candidate to recruit and hire is not an easy task. However, hiring right the first time can save you a lot of time and your company a lot of money. Today forward thinking companies are using HSM’s and new tools to choose the best candidates. A successful HR manager will use tools that focus on both “suitability AND eligibility” to attract and retain good candidates.

Some recruiters make the mistake of hiring people only for their qualifications, resulting in bad hires related to behavioral weaknesses.

Other recruiters make the mistake of over-emphasizing behavioral factors by eliminating people only on the basis of their behavioral assessments. Sometimes they even unfairly eliminate candidates based on a single behavioral factor. Behavioral assessments should be part of the overall assessment that includes qualifications such as experience, education, and skills. That’s why the Harrison system provides a unique eligibility assessment that complements the suitability assessment, providing an overall score for better hiring and succession planning.

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The Best Kept Secret in Talent Management!

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bestKeptSecret

Harrison Assessments

Is improving engagement and retention a top priority in your organization? An analytics 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. The best kept secret in talent management is that now one system can meet each of these crucial needs!
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Suitability and Hiring Selection Success

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suitability and hiring selection success

Suitability and Hiring Selection Success

For most jobs, suitability/behavioral factors are about 50% of the reason people succeed or fail at a job. Therefore, effectively measuring suitability should be an essential part of any job fit or hiring assessment. The importance of assessing behavior during recruitment is evidenced by the fact that most organizations hire people for their eligibility and then try to develop their suitability. And in many cases, they fire them for their lack of suitability. Since behavior is fundamentally more difficult to change than eligibility, it is better to hire people who already have the right suitability for the job.

Suitability/behavioral factors are more difficult to assess because, unlike eligibility factors, there is no objective and verifiable information that is readily available. In addition, suitability factors are much more interrelated, and subtle balances between factors have significant implications for behavior. To make it even more challenging, applicants have a significant incentive to withhold or distort information that might hinder their job opportunity. This is highlighted by a recent study that determined that 80% of resumes contained lies.

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