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If there’s anything worse than getting a lot of unqualified candidates, it would be having too many qualified candidates.
Apart from scrutinizing each applicant’s credentials, you will also need to arrange and conduct interviews with them.
All in all, you can expect delays in the hiring process. Even worse, you could experience a bit of loss due to wasted hours in trying to hire someone.
This is why companies use Harrison Assessments consistently to filter out candidates quickly and efficiently as part of the application process.
Developed by psychometric professionals, the Harrison Assessment is designed to help organizations weed out unworthy candidates. Plus, it brings forth the strengths and weaknesses of those that meet the cut.
So, let’s take a look at each exam to figure out which will suit your needs the best.Harrison's Talent Acquisition assessments allow you to quickly identify and hire the right talent. Learn more about some of the exams here!Click To Tweet
The Eligibility Assessment
This exam is typically used at the very start of the hiring process.
It is designed to compare the candidate’s application details and to the minimum requirements needed for the position.
This means you can immediately know which applicants meet the minimum job experience, skill level, and educational level required for the job.
Through the use of this assessment, you can decrease the workload that your hiring managers have to put in.
Job Suitability Assessment
Perhaps you want to make sure they are the ‘right person for the job.’
More and more, hiring managers believe that the star applicant of the batch is the perfect fit only for them to discover that their personality, attitude, work ethic, or interpersonal skills are the absolute worst.
This can range from unhelpful and highly aggressive customer service representatives to unmotivated sales executives.
Furthermore, this particular Harrison assessment seeks to give employers a good idea of the applicant’s motivation in the long run.
It allows them to know if the candidate is someone that can provide consistent results and good performance for many years.
The Harrison Engagement and Retention Assessment
On the off chance that you managed to discover an excellent candidate and that they are truly who they claim to be during the interview stage, then there is one thing that you will need to do: make sure that they stay with you for the long run.
This is the purpose of this Harrison exam.
When administered, it will provide you with information that isn’t ordinarily observable. This includes things you need to improve to keep the employee in question satisfied with their work.
Some employees want to be praised more frequently, while others want to be handsomely rewarded.
Through the use of this assessment, you can learn if your employee wants to get more monetary compensation. Or, if they want to improve or develop current skills, to be given more challenging tasks to just wanting to be treated a little bit better.
Some companies use this assessment to figure out if the employee wants or is deserving of a promotion.
Although rare, letting this happen will lead to them becoming less and less satisfied that they may begin to think about changing companies.
What kinds of assessments have you taken as part of the hiring process?
Krystle Cook – the creator of Home Jobs by MOM – put her psychology degree on a shelf and dived into a pile of diapers and dishes instead. She is a wife and mother to two rambunctious boys, sweating it out in her Texas hometown. She loves cooking, DIY home projects, and family fun activities.