Key to this process is the accurate and insightful data that can effectively support decision-making in each of these areas:
1. Who should we be attracting?
2. Who should we hire?
3. How can we bring them up to a level of high performance rapidly?
4. How can we create a positive mutually beneficial relationship between the employee and the company?
5. How can we manage them so that they perform at a high level and as close to optimally as possible?
6. How can we best make decisions about who should do what next and deal with the what ifs so we are prepared if we lose key people for health or other reasons.
To best predict job performance, it's been found that you need a validated comprehensive set of data on a candidate's or employee's qualifications or eligibility including education, experience, certifications etc. combined with their behavioral or suitability traits including their natural tendencies, attitudes, motivations, work preferences, values and task preferences. With this combined data set (eligibility and behavioral/suitability) you can with a high degree of confidence predict the future performance level. Note that personality typing profiles do not measure these - only an assessment system that can accurately assess magnitude, measure negative traits and avoid the inaccuracies of a bipolar scaling method (that most use) have proven to be effective.
So now consider the six questions above- isn't this the same information (perhaps complemented by some additional data) that you would need to make the best decisions in all 6 areas above. Do you agree?
One of the most difficult challenges managers face is choosing the right people and understanding how to get them to perform at their best. During the last 12 years of our experience, we have found no other tool except the Harrison Assessment that enables this kind of capability with incredible accuracy and insight.
