Does your talent acquisition strategy screen for average or excellent talent?
Talent acquisition is often a lengthy and costly process. Getting it right can save an organisation substantial amounts of money, time and energy whilst also raising the profile of the recruitment function and the organisation. Traditionally recruitment is conducted by interview following a sifting of CVs to find the candidates that are eligible. Sometimes extra exercises are included to test for team working, initiative, organisational skills, numeracy and literacy.
At the point of interview the process begins to become subjective – dependent upon the opinion/s of the interviewer/s. Using this methodology typically results in a 40-45% success rate of the selected candidate staying in the role for more than 3 years – this means that a staggering 55% of the time organisations are getting it wrong!
Get it Right 90-95% of the time
Dan Harrison has proved that by using Harrison Assessment Talent Solution’s suitability factors (175 behavioural preferences) as well as eligibility factors, the success rate of talent acquisition can be increased from 40-45% to 90-95%.
- Unsuccessful candidates can be kept in the pipeline for future or alternative requirement.
- Recruitment campaigns can be set up using both eligibility factors and suitability factors or just suitability if preferred.
- Attract and identify quality candidates who are 3 times more likely to succeed, whilst saving your organisation up to 80% in recruitment costs.
Our automatically generated pre-employment screening targets your specific requirements for qualification. It measures eligibility factors such as education, experience and skills producing an overall “eligibility score” that saves up to 80% administration time by ranking the applicants according to eligibility. It eliminates the need to review resumes except for qualified candidates. In addition to making deeply informed recruiting and hiring decisions, employers utilizing Harrison’s Talent Acquisition Solutions reduce time to hire and minimize assessment costs. Most importantly, the system provides an overall score as a guideline for each step in the recruitment process ensuring the best candidates are hired.
For qualified applicants, the assessment process automatically proceeds to a behavioural questionnaire. The results of the behavioural questionnaire are calculated based on the job analysis for the specific job. It automatically selects from 175 factors to measure only job specific behavioural requirements. In addition to assessing behavioural competencies, it evaluates likely employee engagement and job satisfaction. By focusing on both the employee’s and employer’s needs, Harrison measures the degree to which mutual needs will be met, resulting in higher levels of employee engagement and retention. In addition, the easy-to-understand reports empower managers with on-boarding tools that facilitate accelerated engagement and performance.
Harrison Assessment’s automated process and recruitment system dramatically elevates the quality of interviews by consistently focusing on key success factors and revealing behavioural issues that normally take months or years to discover. It transforms the candidate experience by enabling the interviewer to focus on mutual needs rather than only the needs of the company. It provides the interviewer with the key information necessary to offer top talent what they want.