• 6500+ Job Specific Formulas • 175 Job Performance Impact Traits • 25+ Years Research & Validation • Advanced Assessment Technology • High ROI • Easily Customized • Reports Specific to Person and Job • 29+ Languages • No Adverse Impact
The Harrison Assessments System provides a comprehensive assessment of the behavioural competencies required for a position and accurately predicts success and potential obstacles. Integrated selection tools include performance based interviewing questions, how to attract the candidate, and the ability to calculate eligibility, suitability, and interview ratings for a composite ranking of candidates.
The assessment is web-based and scored online with comprehensive results available within 15 seconds.
Enjoyment Performance Theory: Enjoyment Performance Theory states that an individual will perform more effectively in a job if they enjoy the tasks required by that job, have interests that relate to the position, and have work environment preferences that correspond with the environment of the workplace. Harrison Assessment’s global research indicates that the enjoyment of these various aspects of a job is highly correlated with good performance. "If you enjoy an activity, you tend to do it more. By doing it more, you tend to learn and improve the related skills. As a result, you tend to gain recognition (including self recognition) which helps you enjoy the activity more."
Candidates rank answers in order of what you they know enjoy. Enjoyment performance theory states that if someone enjoys 75% of the tasks required in a job role they are 3x more likely to be successful.
Paradox Theory: Harrison Assessment’s Paradox Theory provides a greater depth of psychological understanding because it reveals an entire system of behaviour rather than merely offering insights about specific traits. It also predicts stress behaviour and provides a framework that facilitates objective understanding of self and a clear direction for self-development.
The ability to predict job performance is dependent upon identifying all of the critical factors. If one assesses eligibility or technical competencies, it only represents a portion of the critical factors to predict performance. When behavioural competencies are also measured, such as emotional intelligence, personality, and work preferences, a high degree of accuracy is attained to predict performance.
Note: No training required use the assessment as we will support you in administering and delivering the reports to you. should you wish to manage this process yourself, we would be able to offer the training.
The online assessment platform offers all accessibility features to support individuals with disabilities to undertake the assessment.
You may request that your Harrison Professional or Harrison Enterprise system be set up to ensure that all questionnaire takers have no personal data stored and are kept anonymous.
As part of your request, you will have two options. 1. You may want a code that is generated based on the first two characters of the questionnaire taker’s or employee’s first name and the first two letters of their last name OR 2. You may want an option to replace personal information with either a single ID Number.
Personal information can be deleted at any time and is only kept on the bureau for up to 2 years.
The test-retest correlation coefficients for the 74 primary trait scales in the Harrison Suitability Assessment are 0.80 and 0.94
|Comparison groups available for your candidate scores||
Reports Specific to Person and Job
|Title of the Report||Job Suitability Report||Cost (exc. vat)||$0.00|
|Training required to use this report?||No||Sample Report|
This report measures how well an individual meets all the requirements for your job.
Benefits of this report :