Overall Suitability Score:

When using the Harrison Assessment for hiring,  the candidate completes the assessment which gives you the capability of a detailed profile of suitability. By choosing a Job Success Position Template for the job for which they are being considered, you see how they measure up based on the essential, desirable and hindrance traits that make up the template. The single key number which gives the overall results is the Suitability number at the top of the report which ranges from 0 to 100 where the scores have the following meanings:

Excellent to Ideal Suitability *:             90 - 100

Good to Very Good Suitability *:         80 - 89

Significant Suitability:                        70 - 79

Some/Fair Suitability*:                       60 - 69

Lacks Suitability*:                               50 - 59

Extremely lacking in Suitability*:          0- 49

*  based on performance studies of those in this position and reflecting the probability that they will be a HIGH performer.

Interpreting Trait Scores

When examining the Essential and Desirable sections  which measure primary traits  OR the detail reports , note the following score descriptions (the scoring is exponential from 5 up and down)

10: Addicted to/have to have or do

9: Extremely highly

8: Highly

7: The trait without an adjective....

6 - 6.5 Relatively....

5 to 6 : Neither/nor or Either/or

4: Relatively the opposite of....

3: Significantly the opposite of

2: Extremely, Highly the opposite  of , An aversion... 

On the Hindrance Traits (also termed Traits to Avoid), which are actually trade-offs between two paradoxical traits, a score a zero indicates that you have no tendencies in this area. A score of one or two are normally inconsequential but as you increase towards a three, the impact is predicted to be slight to somewhat...  As it increases to 3 or above, it goes from significant to an increasingly strong tendency. A six or above represents an extremely strong tendency.

Note the traits mean what they mean- the definitions are in the report.  Don't make assumptions based on your past or on Webster's dictionary (most will correspond directly, but not all).  For example, Certain is a commonly misunderstood trait. It means your level of confidence in putting forward your opinions or judgements.  Someone with a low score here, will likely not reveal their opinions even if they were 99% sure.  This is not the same as Self Acceptance or Self Esteem -  liking yourself as you are now.  They could be related but there are certainly people with low Certain and high Self Acceptance.  Look at the definitions not just the term!

More resources to increase understanding:

• The Power of the Paradox for Improving Talent Management
• An Overview of Behavioral Suitability Data
• The Superior Value in using Validated Behavioral Suitability Data for Talent Development and Acquisition

Reports Available:

After the candidate or employee completes the questionnaire, the following reports are available:

• Job Analysis Comparison:  This report compares a person to a position using graphs. The graph shows the person’s overall percentage of requirements met and the likelihood of success for the selected requirements template. This report includes the person’s suitability as measured by the HA Suitability Assessment, eligibility (your eligibility criteria and questions are designated in the HA system), and interviewing results (your interviewing questions are designated in HA system. Each of the above assessment methods is weighted in relationship to each other in order in order to achieve the Overall Score of percentage of requirements met. Each assessment method is also given an overall score which is displayed at the top of that section of the report. The person’s scores are graphically compared against each of the requirements for each of the assessment methods. The requirements for each assessment method are listed in order of importance. The box to the right of each requirement indicates the range of the potential impact that requirement can have on the overall score for that assessment method. The ball within that box indicates the impact of the person’s score on the overall requirements for that assessment method. This report also provides a narrative description integrated with the graph related to the comparison of the person and the position. It explains the person’s behavior in relationship to each suitability requirement, as well as the likely impact of that behavior on his/her success.

• The Job Comparison Narrative focuses on the suitability aspect of the assessment and is organized according to the traits required for the position, starting with the most important trait. Each trait is a section of the report, which contains three paragraphs. The first paragraph shows the score of the person for that trait. The second paragraph explains the meaning of that score in behavioral terms. The third and most important paragraph explains the likely overall impact the person’s level of that particular trait will have on performance for that position.

• Group Screening:  The Group Screening Report enables you to view or print a group of candidates against a template. The traits are listed vertically at the top of each page. The first page is related to the Essential Traits, the next page is related to the Desirable Traits, and the last page is related to the Traits to Avoid. The applicants receive points depending on their HA Suitability Assessment score on that particular trait. These points are listed in a cell of the table that corresponds to the person’s name and the trait. The columns under the SCORES further to the right show each person’s Consistency Score, Interviewing Score, Eligibility Score, Suitability Score, Overall Score, and Performance Score. When generating this report, you can order the list of persons by selecting one of the above options from the Order By drop-down list next to the Group Screening option. The MAX row contains the maximum possible points available for each trait. The numbers in the columns adjacent to the names are the points the person received on that trait.

• The Interviewing Guide Report provides specific behaviorally based interviewing questions for each candidate, formulated to meet the specific requirements of the position template. The questions are ordered according to the importance of each requirement as well as the importance of the question as determined by the HA Suitability Assessment. The Interviewing Guide also includes the eligibility questions for the position and the person’s answers to those questions.

• The How to Attract This Candidate report identifies the key leverage points that will help you to convince a top candidate to accept your employment offer. Through understanding the person’s key values, you can position your company that can show the candidate how your organization can meet his/her needs. The report is organized into three categories: Essential issues, Important issues, and Other Possible issues.

• The Developing Position Traits report identifies the two traits that would be most valuable to develop for an individual in relationship to a selected position. It provides a development plan for each of the traits. The traits are selected according to the two traits that would have the greatest positive impact on success if they were developed. The person’s lowest traits are not necessarily selected as they may not have as much impact on performance for that position.
• The How to Manage, Develop & Retain Report identifies the key leverage points that help you to manage, develop or retain a particular employee. This report helps you to understand the person’s strengths and well as how to use them more effectively. It also helps you to understand a person’s weaknesses and take measures to prevent them from creating problems in the organization. This report is organized into three categories: Essential factors, Important factors, and Other Possible Factors.

• The Paradox Graph Report provides a graphical view of the person’s behavior relative to each of the paradoxical traits. The Paradox portrayal enables you to understand the person’s behavior under normal conditions as well as under stress conditions. It is a unique way to understand the human psyche based on this key proven psychological concept. The 12 paradoxes are: Certain and Open, Analytical and Intuitive, Authoritative and Collaborative, Persistent and Experimenting, Frankness and Diplomacy, Assertiveness and Helpfulness, Self-Motivated and Stress Management, Warmth and Enforcing, Self-Accepting and Self Improvement, Optimistic and Analyzes Pitfalls, Risking and Analyzing Pitfalls, and Flexible and Organized.

• The Paradox Narrative provides a detailed explanation of each paradox and the individual’s scores related to that paradox. This gives an in-depth dynamic understanding of the person’s behavioral tendencies. The Paradox portrayal enables you to understand the person’s behavior under normal conditions as well as under stress conditions. It is a unique way to understand the human psyche based on this key proven psychological concept. 

• The Traits and Definitions report lists the person’s scores on each trait and gives definition of each trait. This enables you to see a hierarchy of the candidate’s tendencies and provides a clear definition of each trait. The traits are listed in categories including basic traits, HATS preferences, work environment preferences, interests, behavioral competencies and traits to avoid. Each category of traits lists the related traits from the strongest trait of that person to the weakest trait.
• The Summary & Keywords report provides key single words that describe the individual. The keywords are divided into three columns: Strongest Traits, Strong Traits and Fairly Strong Traits. The Strongest Traits are traits that the person scores 10 out of 10 or 2 or less out of 10. This indicates that the trait is extreme and thus will be the person’s strongest characteristic. Strong Traits are traits in which the person scores 9 out of 10 or 3 out of 10, indicating the traits will be strong due to its presence or absence. Fairly Strong Traits are traits in which the person scores 8 out of 10 or 4 out of 10, indicating the trait will be fairly strong due to its presence or important due to its absence.

• The Summary Descriptions provides narrative paragraphs that describe the person’s behavior further.

• The Main Graph report shows the individual scores on the main traits using graphical representations. The Main Graph is used to gain deeper insight into the person by enabling the interpreter to see a complete system of traits. By studying this graphical system, the interpreter can learn to understand the interrelationship between traits. The report is organized into nine Quadrants. In each Quadrant there are four traits, one on each side of a quadrant. Two days training is required to effectively begin to interpret the Main Graph.

• The Main Graph Interpretation Report provides an interpretation of all the items on the Main Graph.

• The Engagement & Retention Analysis report focuses on the eight areas related to engagement and retention. It identifies employee expectations as well as behaviors that relate to the shared responsibility of achieving those expectations. The report can be generated for individuals,teams, departmetns or entire organizations.

• The Developing Success Traits Report enables you to get a practical development plan for any of the traits listed for an individual independent of any position. There is a drop-down list below the Development by Trait report label enabling you to select the trait for which you want to develop. Team Main Graph The Team Main Graph shows the average scores for a team in relationship to the Main Graph. It enables you to see the general average scores of a team in relationship to the Main Graph.

• The Trait Export report enables you to export all the scores from all the traits for any or all of the profiles in the system. The Trait Export shows all the individual scores as well as the averages for every trait in the HA system. This report is useful for analyzing performance factors or organizational culture. This report can be printed, or can be saved in Excel or as a CSV file.

• The Team Paradox Graph shows a group of persons plotted against each of the twelve paradoxes and the paradox trait scores. This report is particularly useful for teambuilding. Each person’s scores on the paradox is represented by a letter and thus the individual scores can be displayed anonymously if you wish. The paradoxes are the same as the Paradox Graph. 

• The Career Options report provides a list of careers that are most suitable for an individual. The careers are listed starting with the careers that are most suitable for that person. The system searches on more than 600 careers and identifies the careers that best match the person's HATS preferences, interests, work environment preferences and personality patterns. The report can be restricted to careers related to specific levels of education.
• The Career Development report gives detailed guidance related to an individual’s career development. It includes the following topics: HATS Preferences, Interests, Preferred Work Environment, Interpersonal Skills, Motivation, Decision Making, and Leadership.

• The Career Comparison report compares an individual to the specific requirements of a particular career, identifying the specific traits that would either support or detract from personal fulfillment and success in this career. It provides a narrative description of the contents of the graph, expanding on the meaning of each point as well as providing additional information that may be relevant to the person as related to this career.

• The Your Greatest Strengths report describes your greatest strengths. Some of the strengths described are paradoxical pairs of traits where two strengths seem to be opposite or contradictory, but in fact are complementary or synergistic. Paradoxical strengths describe a unique ability which enables you to be more versatile and to respond more effectively to a variety of different situations in your life or in your work.