Improving Business Performance through Better People Decisions:
The Right People in the Right Roles at the Right Time Doing the Right Stuff
Better People Decisions with the Right Information
Many have experienced the frustration of interviewing what they thought was a great candidate and then finding out his interview performance had little to do with work performance. Others have had the experience of using data from personality type assessments to aid in making key people decisions only to find out they were confused or misled.
In the last few years, the combination of behavioral science and digital technology has led to much better information that is actually aligned with the paradoxical "nature of human nature" and which also measures intensity and negative traits- key to understanding and predicting behavior. In this video, lead consultant Alan Hoffmanner explores the key issues that underlie information that can drastically improve hiring decisions, management decisions, development decisions and talent planning.
Marginal Benefits of Improving Talent Decision Support
Hungry- a bag of potato chips is worth a lot, if you just got out of a big dinner at Morton's or Ruth Chris, there is little or no marginal benefit. In organizations, if you have a highly disorganized and unfocused hiring process, there is a huge benefit to simply implementing some basic systems for managing candidates, planning your talent and structuring your interview process. On the other hand, many organizations, especially those that have not had a hiring push recently, will not be fully conscious of their lack of basic processes or systems for this purpose. Others almost conversely, will take their conscious observation of this and invest in a fix-all IT system that often brings with it a whole new set of problems.
When you implement a decision support system based on job specific research and you take the time to understand the candidates fit with the job and culture, the marginal benefit is almost always very large- whether your talent processes are mature or rather undeveloped, however the nature of the benefits is considerably different in these scenarios.
What would the marginal benefits be of implementing this decision support system?
Cost savings by reducing or eliminating bad hiring or promotion decisions
Goals more efficiently and effectively achieved by making the best use of your people's talents and improved engagement.
More effective work efforts be it, departmental operations, project teams, special change management teams etc, due to better "team design", more awareness of each other talents, tendencies and behavioral competencies…
Efficiency and cost savings across all investments in talent management with more automation, more objective decision support, more focused investments…
Key Benefits
The huge majority of assessments are personality typing tools and put people in 8, 16 or 24 categories and then make assumptions as to what is the ideal category out of these 8, 16 or 20 where a high performer may be- this has some relevance but isn't accurate since there are over 100 traits that make a difference and humans aren't that easily categorized.
We are the ONLY assessment that was designed to predict human performance that is for making the selection decision i.e. hiring, promotions, teams, projects..,
The only one that measures over 170 traits incorporating 7 assessment type into 1
The only one that has several thousand SPECIFIC researched job profiles with validated profiles on essential, desirable and hindrance/negative traits
The only one used by leading companies like Boeing, Mastercard, Travelers, Costco, Krogers, members of the INC5000 and start-ups
One of the few that accurately detects deception with 4 levels of analysis.
We are the only one that will give you a roadmap for managing your people more effectively based on validated research
One of a very few that measures magnitude and extremes - this is key in determining day to day performance
The only one that measures the core elements of culture that can be done in less than a couple hours (actually 20 minutes).
Now using our digital technology, if you have over 25 people in the same job for over a year and a good performance evaluation system, we can create job-specific competency models for a fraction of the cost of what anyone else can do.
Our Feature Differentiation
| Our Features | What They Enable…. |
|---|---|
| 6500+ Job Success Formulas | We make it easy to create comprehensive assessments that fit your specific job success requirements. We help companies easily and accurately assess the eligibility and suitability factors that lead to job success so they can use this informatin to improve productivity and reduce costs. |
| 25 + Years of Performance Research | Our Solutions are based on more than 70 years of performance research that focuses on understanding the differences between high, average/mediocre and low performers. |
| Evaluates Eligibility | The eligibility component of each Job Performance Formula evaluates how applicants compare to the ideal levels of education, experience, and skills based on our proven Job Success Formulas. |
| Evaluates Suitability | 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. |
| 170+ Traits Evaluated / Superior Talent Planning Capability | Our solution evaluate over 170 behavioral traits, while most assessments in the industry only evaluate 10 to 32. With the Talent Planning module, see how well each member of your work force fits with future jobs that may become available and create competency models cost-effectively to help you pinpoint and evaluate development needs |
| Data Input Analytics | Advanced cross-referencing technologies makes thousands of comparisons, providing the equivalent amount of information of 2,900 multiple-choice questions in less than 30 minutes. |
| Consistency (Lie) Detection | Any attempt to deceive our system is instantly detected by more than 190,000 cross-references of the answers. It handles the issue of deception better than any assessment questionnaire in the industry. |
| Leveraging the Dual Nature of Human Nature | 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. |
| Leadership Development | Our solution 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 (coaches and mentors). |
| 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. |
| Development Plans | We provide individualized development plans that guide the employee to develop specific job success traits. |
| Pre-screening | Our assessment's pre-assesses both eligibility and suitability, and consequently it eliminates up to 80% of the administration work by identifying and sorting the candidates according to their overall qualifications. This dramatically reduces the number of resume reviews and candidate interviews required to find the best candidate. |
| 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. |
| 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. |
| Meets All Legal Requirements | Our assessments meet all the legal requirements of the US Equal Employment Opportunity Commission (EEOC). No adverse impact. ISO 10667 Certified |
| XML Integration | If you use additional assessment methods, like an IQ test for example, the results can be seamlessly integrated into the hiring process. If you already have an ATS, our solution can exchange data easily. |
| Unique Culture Screening and Insight Capability | Given the unique nature of the 170+ traits we measure, we can (and do for some of the world's leading organizations) provide highly effective culture screens enabling you to build the kind of culture that ensures success while turning the typically intangible nature of cultural understanding, tangible. Only assessment solution recognized by the two research and rating organizations in this space, Bersin and Brandon Hall. |
March’s Testimonial
"Just 4 years ago, we started looking at predictive analytics for hiring, succession planning, career pathing and talent reviews. And what we were able to find is that the Harrison gave us an opportunity to look at an individual from a preference's perspective, a trait's, and a behavior's perspective. And we're excited that we made that choice.
We've used Paradox and Job Formulas to make very strategic changes in our development programs and what we're offering our leaders. The insights we're giving to the individuals themselves is really truthfully something they've not seen before"
THE RIGHT DATA TO SUPPORT THE PROCESS
Organization, Department and Individual Data to Address Causal Issues
And when you get the right data on your candidates and employees into consideration, you can manage your onboarding, your engagement/fulfillment issues and achieve superior rates of retention and performance.