Harrison Assessments - Customer Reviews
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The Harrison Assessments' is an excellent tool for managers. My managers are now more confident in their hiring decisions and can easily identify potential weak points in candidates as well as strengths. Some of my managers proceeded to hire candidates that the Harrison Assessments' deemed incompatible to the position. Needless to say, the turnover rate was very high and they've consequently learned to trust the system.
We used Harrison Assessments' as a tool for analysis in a team building workshop. The results we achieved exceeded anything we had been able to accomplish through traditional processes. We all benefited and there were immediate improvements in workplace performance.
A current project is the selection and training of people for a new type of customer service role within BP service stations. The success of our program has been applauded nationally by the Federal Government and BP Australia. It is my belief that without the support of Harrison Assessments', this degree of success would not have been achieved. A recently conducted post-program employment analysis of graduates from the BP courses has reinforced the effectiveness of Harrison Assessments' as a tool for employment selection. Eighty-three per cent of people still remain in their positions as compared to only nineteen per cent in similar government funded training programs.
Harrison Assessments' has proven to be a highly effective instrument in providing me with necessary information to assist in the recruitment and selection process, and also in determining training and development needs.
The Harrison Assessment has proven to be an invaluable aid in gaining an insight into the compatibility of the position and the applicant. This has also helped us to spot people who have potential for growth into other areas that would be important to the company.
We have been using Harrison Assessments' for two years. We have had several templates compiled to facilitate our specific company requirements. The results obtained in both recruitment and selection as well as in opening up discussion with existing staff to assist in their self-analysis and identification of areas for consolidation and development, have been extremely beneficial. With a staff of over 3,500 people, any help in improving assessment is invaluable. We have found Harrison Assessments' an easy system to administer and interpret and it has helped us significantly over the past two years.
We have used Harrison Assessments for the past 18 months and in that time it has saved us countless hours in selection procedures and also unlimited dollars in the training and development of our new recruits. Harrison Assessments has been put to the test and has proved to be extremely accurate in pinpointing the strengths and weaknesses of our sales people, allowing us to direct individual training into these areas, a very useful tool.
C_BIZ
Initially when we adopted the HATS system for recruitment, I thought we had the equivalent of a high-end Toyota for hiring. I have learned that I also have the Cadillac for Talent Management!
The Harrison Assessments Talent Solution is the single greatest improvement to our organization’s ability to manage its growth in the last year. It creates important, viable, worthwhile conversations we did not have before in the recruitment process. And I did not just fall off the turnip truck! I have had 10 years as an executive recruiter of high-level positions. With the Harrison Assessments Talent Solutions, we are also expanding our thought process about managing people.
It is a mistake to focus solely on recruitment, tie it all into talent management if you want “A” players and you want to avoid “B” players or worse!
We have widely adopted it in one of our three divisions, pushing utilization down through over 16 distinct business units and a second division has added it to their budget for the next fiscal year, as well as the beginnings of usage by various corporate departments such as internal HR. They are clamoring for it based on the internal feedback and excitement. Steve Sublett, CEO, CBIZ Special Risk Insurance
MARWARE, Inc.-Testimonial
In the last 13 months we have filled several middle-management positions with “A” players by using the Harrison Assessment Talent Solutions (HATS) as a screening tool. Along with giving us insight into our applicants, the tool organized our process, pointed out the “A” players, saved us time, money, and helped us conduct the actual interview as follows:
It organized our process: All information was documented, centralized, and all applicants went through the same steps, ensuring as much fairness as possible in the hiring process.
It saved us time: The last position we hired for was that of Controller for which we had 355 applicants. Once the Recruitment Campaign was set up, HATS culled through the applicants and automatically moved the qualified ones to a short list. By using the HATS we were able to cut 4-5 weeks of time from the screening and interview process. This gave us more time to focus on the business by letting us focus only on the “A” players.
It saved us money: We are a small firm and have no dedicated in-house HR resource. Since HATS does the screening and initial job-fit evaluation for us we do not have to pay for this service through an outside agency or headhunter. It has also saved us the pain and costs of a bad hire.
It helped us conduct interviews: HATS evaluates each applicant’s responses and suggests questions that will shed light on a person’s fit for a particular job.
Anonymous Client in IT - My one item of feed back is to really highlight the “hidden cost” and “pain” of interviewing a number of unsuitable candidates. The productivity lost from current employees that are spending time with unqualified and unsuitable candidates dwarfs the actual hard recruiting costs. I know you elude to the 75% reduction, 12 candidates interviewed vs. 48, but the message did not come across strong enough for me. If each candidate interviews with 3 people for an hour each, the gain in productivity is 36 candidates x 1 hour x 3 interviewers = 108 hours. That is 2 weeks of an FTE productivity and does not even consider the indirect hours of screening and prep. Just my 2 cents.”
Morrison Herschfield
There is often a disconnection between managers and HR regarding the specific requirements. Managers throw down a quick description, HR thinks they understand, a job description is written and posted and it isn’t even close to defining what is needed. HATS provides the structure that enables you to take 30 minutes upfront to formulate the ‘must haves’ and ‘need to haves’. It forces managers to really think through the needs of the position and clarify the requirements for HR.
“Modern computer technology allows for postings in which key words are picked up. Candidates’ resumes are automatically submitted even when they are not qualified. HR then needs to review 100’s of resumes at 2 minutes per resume. This is prone to significant error, often missing the best candidates. Having a tool that precisely screens for our specific eligibility and suitability requirements and then selects the top 10 or 15 removes the time spent on resumes and accurately identifies the best candidates. HATS one time setup enables us to completely eliminate having to review resumes except for the best candidates.
“The 3-4 weeks that it normally takes to call for interest, meet candidates, and then test them is now dramatically reduced.
“Today, just because you chose your top candidate, doesn’t mean they will accept the position. HATS provides a pool of qualified candidates to draw from, saving time when having to make a quick hire. Our managers can quickly make the decision to hire a new person rather than tolerating a non-performer because they know they have a pool of excellent candidates to draw from.
“So, I don’t have hard dollar calculations – It doesn’t really matter. The Harrison System benefits our managers and HR by creating alignment, providing a ready source of top candidates, reducing the time spent screening resumes/interviewing while at the same time its proven accuracy enables us to hire the best candidates.”
