In this era of talent wars, organizations struggle to hire and retain the talent they need to effectively compete because they don't have a systematic approach to Selection. Bad hiring decisions are incredibly expensive in time, money and productivity. Most employers desire predictability but they lack the time or expertise to create effective Job Success Formulas.

Harrison Assessments solves this costly problem by providing more than 6500 pre-configured Job Success Formulas to help your organization easily and accurately assess the Eligibility and Suitability factors that lead to job success. These research derived, job specific algorithms can be customized to your requirements and form the basis of Selection, Development and Engagement.

The ability to predict job performance is dependent upon identifying all of the critical factors. Assessing Eligibility or technical competencies alone only represents a portion of the critical factors to predict performance. When behavioral competencies are also measured, such as emotional intelligence, personality, and work preferences, a high degree of accuracy is attained to predict individual performance in specific jobs.

Harrison provides powerful insights to develop individuals and organizations. Actionable talent analytics are used by our customers globally to maximize their development budget. For individuals this includes role placement, executive coaching, performance development, individual development plans, employee engagement, leadership capabilities, and behavioral competency development. For organizational development this includes a deep analysis of leadership capability, talent pipeline, succession planning, team development, organizational engagement, and talent retention.

Harrison's Job Analysis System, based on our library of 6500+ researched Job Success Formulas, utilizes customized assessments that empower managers to focus on the job specific skills and behavioral competencies that facilitate employee success. It measures 175 behavioral factors, including counter-productive tendencies that could derail success for specific jobs.

Harrison maps employee talents to specific job requirements making it easy to ensure employees are in roles that leverage their talents. Organizational business objectives are aligned with individual employee goals, passions, and expectations. By demonstrating the company's interest in employee needs, you increase performance while at the same time engaging and retaining top talent.

Managers gain tools to monitor each employee's engagement and talent development, as well as coach each employee based on their individual needs and goals. Armed with an understanding of employee's needs, wants, motivators and attitudes, managers can easily address behavioral gaps through conversations that address mutual needs. Managers are empowered with the tools to create effective employee development plans that target the employee's greatest potential and motivation to grow.

Harrison's leadership behavioral competencies enable your leaders to compare their own behavioral tendencies to proven leadership competencies. Available for both Emerging and Senior Leaders, they provide a framework for adjusting their behaviors to maximize their effectiveness.

Based on twelve essential leadership behavioral competencies, Paradox Mastery Technology is unique in its ability to display whether strong traits are really strengths or whether they are potential derailers. To truly develop performance, individuals must first understand their own behavioral preferences; recognize and build on their behavioral strengths, while acknowledging the perception of behavioral weaknesses as they relate to a leadership role.

Building and developing high performing Executive Leadership Teams is essential to organizational success. Ensuring you have a deep understanding of each individual's strengths and development opportunities, while at the same time analyzing how disparate, counter-productive behaviors interact within the group, is crucial to implementing an action plan that will eliminate potential anchors on performance and drive team effectiveness and business results.

Harrison Assessments Analytics employ a cutting edge, talent management technology that provides insights for executive development. Break the cycle of depending on unreliable gut feelings and utilize quantifiable behavioral data to determine team capabilities. Create a Succession Planning strategy for identifying high-potential leaders within your organization.