A guide to using talent assessments

1. SELECTING AND DEVELOPING TOP PERFORMANCE HARRISON ASSESSMENTS

6. Personality Assessments have limited dimensions Limited dimensions = unclear picture 4 – 20 dimensions provides only a general view of personality. This is insufficient to compare to complex behavioural requirements.

7. Personality Assessment measures only some Suitability factors By increasing the personality factors and including work environment preferences (total of 30-40 dimensions), clarity is improved but it is still insufficient.

8. Enhanced Suitability Assessment By increasing the personality factors further and including work environment preferences and interests (total of 60-70 dimensions), the image is sharpened. However, there is still considerable room for improvement.

9. Comprehensive Suitability Assessment By further increasing the personality factors and including work environment preferences, interests, and task preferences (to a total of 100 dimensions) some clarity is achieved. However, it could still be improved.

10. Comprehensive Suitability Assessment with Inconsistency Detection By increasing the personality factors further and including a complete spectrum of work environment preferences, interests, and task preferences (a total of 155 dimensions) as well as effective inconsistency detection technology, a very clear view of Behaviour can be achieved.

11. High Tech Questionnaire Equal to a full day of multiple choice testing… in only 30 minutes Items are ranked in groups of 8. Each item appears twice The computer cross-referencing technology provides 8103 comparisons - equivalent to 2701 multiple choice questions.

13. Technological Lie Detector Traditional personality lie detection is less than 10% effective. Tens of thousands of cross-references identify contradictory rankings and verify that the answers are honest.

22. Position Analysis HA research has determined the traits that relate to success for different position types. This data combined with your job information will create accurate custom position templates. Fit

28. Traditional Bi-polar Scale FRANK DIPLOMATIC Bi-polar Scale

29. Bi-polar Compared to Paradox FRANK DIPLOMATIC Bi-polar Scale Paradox: “ A seemingly contradictory statement which nonetheless may be true .” DIPLOMATIC FRANK Paradox Scales

30. Paradox Theory FRANK DIPLOMATIC Paradox Scales DIPLOMATIC FRANK DIPLOMATIC FRANK Good Communicator Poor Communicator Good communicators and poor communicators look the same on a traditional bi-polar scale. Bi-polar Scale Balanced

31. Paradox Theory DIPLOMATIC FRANK DIPLOMATIC FRANK Good Communicator Poor Communicator DIPLOMATIC FRANK Blunt DIPLOMATIC FRANK Evasive Example of the four basic dimensions within a paradox scale Balanced Versatility Balanced Deficiency Aggressive Imbalance Passive Imbalance

32. X-Y Representation of Paradox DIPLOMATIC FRANK The four basic dimensions of a paradox can be more effectively displayed by rotating one of the scales at right angles to make an X-Y plane.

33. X-Y Representation of Paradox DIPLOMATIC FRANK The four basic dimensions of a paradox can be more effectively displayed by rotating one of the scales at right angles to make an X-Y plane.

34. X-Y Representation of Paradox DIPLOMATIC FRANK The four basic dimensions of a paradox can be more effectively displayed by rotating one of the scales at right angles to make an X-Y plane.

35. Balanced Versatility DIPLOMATIC FRANK Blunt Forthright diplomacy Evasive Avoids Communication Combination of traits predicting good communication as portrayed in an X-Y plane. The dark blue circle indicates the normal range of Behaviour.

36. Aggressive Imbalance DIPLOMATIC FRANK Blunt Forthright diplomacy Evasive Avoids Communication High frank, low diplomatic indicates bluntness (an aggressive imbalance). The grey circle reflects an underlying passive polarity. For example, bluntness is often used a means of evading or a cover for vulnerability.

37. Passive Imbalance DIPLOMATIC FRANK Blunt Forthright diplomacy Evasive Avoids Communication The red circle reflects the polarity of a passive imbalance. Under stress, the behavior may “flip” and become blunt. Low frank, high diplomatic indicates evasiveness.

38. Balanced Deficiency DIPLOMATIC FRANK Blunt Forthright diplomacy Evasive Avoids Communication The double polarity indicates the behavior could flip to either polar extreme under stress. Low frank, low diplomatic indicates poor communication .

39. 12 HA Paradox Pairs Certain : Open/Reflective Analytical : Intuitive Risking : Analyzes Pitfalls Self-Acceptance : Self-Improvement Self-Motivated : Stress Management Enforcing : Warmth/Empathy Frank : Diplomatic Persistent : Experimenting Authoritative : Collaborative Assertive : Helpful Organised : Flexible Optimistic : Analyses Pitfalls

40. The Secret of Success Success is the result of integrating two seemingly contradictory Behaviours. HA is the only assessment method that harnesses the power of paradox.

41. Integrating Behavioural Assessment with Eligibility Behavioural Assessment Interview Score Eligibility Score Assessment types are weighted & integrated Final prediction of success for a given position By weighting each assessment type and integrating them into a final score, you gain a complete picture and accurate prediction.