You’ve read the CV’s, interviewed and done reference checks. Could you have missed something?
Assuming your new employee has the qualifications, experience, skills and attitudes required to do the job, there are three basic things every boss needs to know about their latest hire:
1. How long are they likely to stick around?
Your needs will vary with the job, but the cost of hiring and training someone new usually means you would like them to stay working for you for a reasonable time.
2. How well do they respond to feedback?
Some people strive to be the best they can while others are quite happy the way they are. What if you hired someone who sees no reason to change and views feedback as criticism?
3. Are they motivated to put in effort commensurate with the rewards they expect?
If you are paying someone well, you will be expecting them to work at a certain level. It’s useful to know if they are likely to possess the self-motivation required.
These are just 3 of the 156 work-related traits we measure using Harrison Assessments to help you predict performance.
We call these traits:
1. Wants Stable Career
The desire for long-term or permanent employment.
2. Receives Correction
The tendency to accept guidance intended to improve performance.
3. Pay Minus Motivation
The tendency to have strong desire for money while lacking the personal drive necessary to earn it.
Would it make a difference to you to know these things before you bring someone on board? Contact us to find out more.
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
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Sam Refshauge - CEO, batyr
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
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Chris Bulmer - National GM Learning and Development, ISS Australia
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Benoit Ribe - HR Solutions Manager, Polyglot Group
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Shaun Stanfield - Managing Director, Insurance Advisernet