This post originally appeared on the Harrison Assessments blog. For more posts like this, click here.
“I HATE my work!” How successful do you think someone will be at a job who says this? “I don’t care if you hate it, just do it”. How long will this company be operating if this is the most frequent response from the team leader?
The Harrison Assessment’s Paradox Theory predicates that performance and enjoyment are closely linked, because when one enjoys doing something, one tends to do it more willingly and more often. This in turn makes one very competent in that task and thereby more effective in their particular job. Workers who have a great time doing whatever it is that captivates them, will be effective performers and ultimately add to the company’s success!
The key is to find what ‘turns on’ a particular worker and provide an environment where this is readily found and you’ll have a recipe for employee success for sure!
Harrison Assessments’ attraction is that it measures factors such as task preference (for example driving, computers, teaching, researching, manual type of work, physical work, working with numbers), work preference factors (such as outdoors, public contact, repetition), and interest factors (like finance/business, food, science, electronics).
What’s even better is that Harrison Assessments measures an amazing 175 factors which is some five times more than the tests offered by others. Harrison Assessments also boasts an 85% predictive accuracy, able to measure traits that are correlated to successful performance and measure the presence of negative traits that can be counterproductive to successful performance.
What is the basic difference between “personality tests” and “job suitability tests”? Personality tests may predict that the person is a “nice and pleasant” person but being nice does not guarantee success or great performance on the job.
What are the ‘must haves’ when picking the right kind of assessment ‘tools’ to aid in the hiring process? A comprehensive recruitment tool kit would include a job analysis questionnaire, a profile analysis, a “Traits and Definitions” report, a behavioral impact graph and narrative, a paradox graph and narrative, positive or counterproductive traits of the applicant and probing for weaknesses.
Using a test such as Harrison makes it easier to narrow down the potential capabilities and areas of natural competence on the part of the job applicant.
More specifically it throws the spotlight on four important areas – ability (what he can do now and after training is given), aptitude (ability to gain a skill after training), power (reasoning ability) and performance (relating to one’s experience).
Finding the right candidate for a job is difficult. Using an assessment tool such as the Harrison can help save you time, money and a lot of headaches by helping you find someone who doesn’t say, “I hate this job”. And it will hopefully make it so your team leader does not have to say… “Just DO it”.
To find out more about using Harrison Assessments to find the right people for your business contact us here
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.