An organization can greatly improve the effectiveness of its hiring, internal promotions and teams by integrating the assessment of education, training, experience, skills, motivations, interactions, attitudes, interests, task and work environment preferences. This is what HATS does. It integrates the two main categories of what determines performance, one which answers the question, CAN they do it?; The other, which is typically more important, answers the question, WILL they do it?
The HA system produces a full profile on the suitability side unlike anything else available and companies can use our research and database to easily develop the eligibility criteria and use a scoring model with which to match candidates and employees.
The available job-specific research is extensive and varies from warehouse, assembly and machining jobs to sales, customer service, engineering and speciality jobs and on up to CEO, COO, CMO, CFO....
This allows candidates and employes to be measured against what truly matters, the job they are being considered for or the job they are in. With a database of thousands of researched job success formulas, managers can access the knowledge we've assembled on what makes one a high performer in a specific job in question.
This provides invaluable information for making hiring/selection decision and just as important, for managing and motivating, for performance improvement (where the most leverage is) and for creating engaged and inspired employees. These are key reasons why we believe the HATS system is the most powerful management tool available when fully deployed.
HATS is the only assessment that enables the integration of eligibility factors (experience, education and skills) with Suitability Factors (to the left) as part of a comprehensive Job Success Formula.