Provides the real tangible benefits of accurate understanding for hiring/selection decisions, development interactions and talent planning.

Benefits - Hiring & Selection

1. Reduces cost for recruiting
   
   1.  by providing a system for managing the entire process
   2.  by providing a technology using assessment to accurately get you to the top x...
2. Reduces cost of attrition by dramatically improving the results of your people decisions
   
   1. When you choose the right people who fit their job, you raise productivity, reduce unwanted attrition and create an inspired productive workforce.
   2. When you understand your people's styles, strengths, weaknesses, tendencies and motivations, you manage them much better,
      
      1. you avoid productivity-sapping conflicts and  it enables you to create a high performing, highly engaged work environment.
3. Improves employee productivity, satisfaction and retention
   
   1. through better employee job fit and improved management effectiveness.
4. Greatly improves the effectiveness of people decisions by integrating  all the key elements that underlie performance assessment  including
   
   1. education, training, experience, skills, motivations, interactions, attitudes, interests, task and work environment preferences.
5. Provides  a validated researched based method of choosing people with a proven probability of success for that person in that job.
6. Over 6000 Job Success Formulas  so you can match up to nearly all your selection requirements across the full spectrum of performance attributes.
   
   1. Easy to create comprehensive assessments to fit your specific job success requirements.
   2. We assist companies in accurately assessing the key factors that lead to job success.
7. You have access to the benefits of over 25 years of  performance research involving over 2 million  jobs. This performance research that focuses on understanding the differences between high performers and low performers.  
8. Demonstrated accuracy
9. The only assessment that evaluates Eligibility .
   
   1. The eligibility component of each Job Success Formula evaluates how applicants compare to the ideal levels of education, experience, and skills based on our proven Job Success Formulas.
   2. Comprehensively Evaluates Suitability
      
      1.  The suitability component of each Job Success Formula evaluates how each applicant compares to a complete set of suitability factors including attitudes, motivations, interpersonal skills, interests, work values, and work preferences. Most systems only measure personality.
      2. Over 170 suitability traits are evaluated. Contrast this with what others available on the market have (8 to 32)
      3. Advanced Technology online SmartQuestionnaire™ .   By using advanced cross-referencing technologies, we make over 8,000 comparisons, providing the equivalent amount of information of 2,700 multiple-choice questions and it only takes 15 to 20 minutes to complete.
10. Deception Detection Any attempt to deceive our SmartQuestionnaire™ is instantly detected by more than 150,000 cross-references of the answers. It handles the issue of deception better than any assessment questionnaire in the industry.
11. ParadoxTechnology™ Our solutions effectively identify exceptional strengths and negative traits because they are based on the principle that each trait has the potential to be either productive or counter-productive, depending upon other balancing traits.
12. The ParadoxTechnology™ provides highly specific information about individual employees regarding their work satisfaction and individual needs. This information enables managers to easily shift their behavior to become better leaders and more-effective people developers.
13. Performance-Enjoyment Methodology We help companies predict performance, work satisfaction and retention. It also enables companies to motivate people and increase their performance by assigning the roles and responsibilities that give them the highest degree of work satisfaction.
14. We provide individualized development plans that guide the employee to develop specific job success traits.
15. Applicant Tracking Applicants are automatically ranked and short-listed. Our automated applicant notification system will not only save your company considerable time, it is convenient for the applicants and will present your company professionally.
16. Interview Processing Our automatically generated Interview Worksheets guide employers through the entire interview process to further evaluate the eligibility of each short-listed candidate. Our Interview Worksheets also provide customizable behavioral interviewing questions and scoring guidelines to further evaluate suitability and produce a total score.
17. Meets All Legal Requirements Our assessments meet all the legal requirements of the US Equal Employment Opportunity Commission (EEOC).
    
    • XML Integration If you use additional assessment methods, like an IQ test for example, the results can be seamlessly integrated into Harrison Assessments' hiring process. If you already have an ATS, Harrison Assessments' solutions can exchange data easily.
18. In professional sports, as on example, players are recruited based on an array of performance 'facts'  including speed at specific distances, reaction time, percentages etc.., in business organizations, it's not the same, it's closer to decision by whim.  The HA assessment gives you the relevant performance 'facts' with substantiation!

Benefits - Optimize Engagement and Performance Management

1. Accurately determine where to focus to get the most performance improvement.
2. Improves management effectiveness by, through the information and insight it provides,  by changing the dynamics of the manager-employee relationship (game changer)
   
   1. Enables the creation of a relationship between employer and employee that is mutually beneficial. A road map can be created between the 2 parties using the information from HA as  a foundation.  Mutually beneficial relationship

Benefits - Talent Planning and Readiness

1. Improves strategic workforce planning and succession planning by accurately identifying and providing the information to most effectively develop high potential employees.
2. Accurately identifies key behavioral traits correlated with performance on specific jobs to increase effectiveness of coaching, development and performance management.
3. Increase team productivity by more effectively fostering working relationships and leveraging the strengths of team members. This comes from the understanding created by having an accurate profile of employees and of those traits that create both high and low performance.
4. In professional sports, as on example, players are recruited based on an array of performance 'facts'  including speed at specific distances, reaction time, percentages etc.., in business organizations, it's not the same, it's closer to decision by whim.  The HA assessment gives you the relevant performance 'facts' with substantiation!.
5. Leadership Development The ParadoxTechnology™ provides highly specific information about individual employees regarding their work satisfaction and individual needs. This information enables managers to easily shift their behavior to become better leaders and more-effective people developers.

1. Reveals deeply rooted insight that enables you to focus on the behaviors, habits, attitudes etc.. that truly underlie performance.
2. We can accurately assess strengths and weaknesses involving
   
   1. Ability to work independently
   2. Pro-active thinking skills
   3. Capacity for accountability
   4. Communication skills
   5. Customer focus
   6. Decision making ability
   7. The full spectrum of emotional intelligence
   8. Taking Initiative
   9. Sales/persuasive ability
   10. Handling conflict
   11. Analytical
   12. Organized
   13. Problem solving
   14. Leadership
   15. Strategic thinking

The old adage: people are your most important asset turns out to be wrong. People are not your most important asset. The right people are." Jim Collins

Optimize your hiring:

1. Companies often hire the wrong candidates or fail to hire the best candidates  or pick the wrong people to promote, put into sales, put into service etc.. because they don't have a systematic approach  based on a clear and accurate understanding with metrics on all the qualifications and behavioral competencies needed to determine job success. Although most employers would agree on the importance of this, few companies have the time or expertise to create effective job success formulas.  We solve this problem by providing more than 6000 proven and pre-configured Job Success Formulas to help your company easily and accurately assess the eligibility and suitability factors that lead to job success.
2.  When you hire, promote or designate someone with a special responsibility, you want to make sure you have the best person for the job: integrity, attitude,  fit, …All these are key. On the other hand, no one is perfect fit for significant responsibility so knowing the potential issues and dealing with them up front can be what assures success.   To determine the best person and issues to be dealt with, the most important issue is  Suitability. Not can the person do the job, but will they?  It consists of natural tendencies, motivations, preferences, interests, personality, motivations  and it is also alternatively known by a similar concept, Emotional Intelligence.  KEY POINT, too often overlooked:  The underlying factors determining suitability can be measured accurately and through access to the extensive research by the Harrison organization, you can accurately determine "fit" for most positions.
3. For 50 years, many assessments have been used for hiring, team building and personal development, most based on a theory developed by Jung in the 20's which identified 4 dimensions of personality. These tools that range from Myers-Briggs to Disc and 16pf and many others essentially typing tools that place people into one of 4 to 20 categories with little or no ability to detect deception.  Since the late 90s, they have become  legally risky  to use for hiring due to the inability to prove they can predict performance.   A more powerful technology that can actually measure over 170 traits and has predictive capability on average nearly 50% greater than the other alternatives is the Harrison Assessments.  

• The Benefits to making your people decisions based on an accurate picture of suitability are as follows:
• 1. Higher employee retention
  2. A more engaged, high energy work environment
  3. The sum of the parts is greater than individual...
  4. Avoid the hidden expenses and problem associated with poor performers
  5. Better fit between job and person, task and person - to maximize success
  6. More productive and innovative work environment
  7. An ability to  identify your people's strengths and weaknesses to determine how to maximize their performance
  8. Greatly improves effectiveness of interview process with use during it.
  9. Helps utilize the unique capabilities of our people.
  10. Improves team effectiveness
  11. Improves effectiveness in promoting and developing our people
  12. Improves job satisfaction across the company.

 When suitability is high, production, teamwork, communications and alignment generally reach the highest levels of satisfaction… Excellence all begins with having the right person in the right job. Everything else flows from there. ” Bill Schwarz, CEO of CEO Alliance