TALENT ACQUISITION SOLUTIONS
Purpose; To overview the capabilities related to recruiting and hiring
Recruiting System Description
- Employers direct applicants to Harrison Assessments’ online recruitment system via job boards, newspaper advertisements or by direct invitations. Based on the employer’s Job Success Formula, the system automatically creates online job applications Assessment questionnaires.
- Applicants are automatically screened for appropriate levels of eligibility (education, experience and skills) and suitability (motivation, attitudes, interpersonal skills and work preference). The applicants are ranked in order of overall score and short-listed before you have to look at any resumes.
- Employers can continue evaluating and tracking their short-listed candidates against the same Job Success Factors by using our systematic interview guide. The results are seamlessly integrated to clearly reveal the top candidate(s). Core applicant tracking features are provided at no additional cost.
- Complete set of assessment reports are produced for short-listed applicants, making the entire recruitment process highly efficient and cost effective.
Online Job Application/Assessment Features
- The system can handle thousands of applicants at one time.
- The online application/pre-screening process can assess both eligibility (education, work experience and skills) and suitability (motivations, attitudes, interpersonal skills, interests and work preferences).
- When completing the questionnaire, applicants can upload cover letters and resumes.
- The resumes are automatically transferred to a .pdf format, which can be easily viewed and printed.
- The online questionnaire targets the specific job requirements, and the system calculates the scoring of the answers according to the predetermined Job Success Formula.
- The behavioral questionnaire can be given in 29 languages or can be restricted to just one language.
- Applicants can review their application status and/or complete sections of their assessment that were previously incomplete.
- Applicant data can be integrated with 3rd party HRIS/Talent Management Systems.
Job Success Criteria Features
- Create assessment criteria for pre-screening and interviewing candidates.
- Choose from a database of over 6500 job functions.
- Customize any Job Success Formula using the Harrison Assessments library of job functions as a base and then add or delete eligibility or suitability factors.
- Choose from a library of additional eligibility factors that may be relevant to the job.
- Create your own eligibility factors that are not in the library.
- Designate answer options that will appear on the questionnaire for each eligibility factor.
- Score the answer options according to a detailed scoring system.
- Designate eligibility factors as gradient and then give a weighting to the factors in relationship to the other factors as well as score different levels of experience, education or skill.
- Designate a factor as a bonus factor to give extra points.
- Designate a factor as a minimum factor to subtract points when specific answer options are picked.
- Create compound factors that allow you to group eligibility factors and take the highest score or the lowest score from those factors.
- Designate eligibility factors as interview only so they will not appear on the applicant questionnaire. (You can score them at the interview.)
- Weight the different types of assessments, including eligibility, suitability, interview suitability or other optional assessments.
- Designate behavioral traits required for the position.
- Access a database of traits that have been shown to correlate with performance for particular job functions.
- Weight the traits according to your custom requirements.
- Range checking ensures that your reweighting of traits is not counter to the available research.
- Add other traits in the HA library of traits (over 100 available traits).
- Delete any traits from the recommended trait list for any job function when permitted by the range checking.
- Include other assessments, such as cognitive tests, and integrate the results with the other assessment types.
- Weight the assessment types in relationship to each other.
- Determine whether candidate attempts to deceive, has poor concentration, or a lack of literacy when taking the suitability questionnaire with our automated reliability check.
- Designate the minimum level of consistency for the suitability.
- Store all the position requirements in the system, and a Recruitment Campaign can be easily launched at any time there is a vacancy.
HATS Additional Applicant Tracking Features
• Applicants are automatically ranked according to their overall assessment score (highest to lowest).
• There is no need to review resumes for applicants who have lower scores because the pre-screening has already determined that they don’t fit the job requirements as well as the ones with higher scores.
• Applicants can be ranked according to their suitability scores, eligibility scores or overall scores.
• All scores are visible on screen in relationship to the entire group of applicants.
• Resumes and cover letters are available for easy viewing at every stage of the recruitment process and can be printed.
• Applicants can be short-listed according to their scores and resumes.
• You can immediately mark an applicant as declined or pending.
• You can short-list applicants and receive a full assessment report for each short- listed applicant.
• The full assessment report compares the applicant to the exact Job Success Factors, showing the impact of each factor on potential job success. This includes eligibility and suitability.
• The full assessment report provides an interview worksheet that guides the interviewer to evaluate the eligibility factors designated in the Job Success Formula and suggests behavioral interviewing questions.
• The full assessment report includes a section that tells you what would make a specific applicant want to work for you, enabling you to better convince a top candidate to work for your company.
• You can enter the results of the interview assessment, including rescoring the eligibility factors and independently assessing the suitability traits.
• You can assess an applicant for other related jobs by selecting from a list of over 6000 job functions as well as any custom Job Success Formulas you have in your system.
• You can ask the interview-only questions, score them and enter the results.
• You can give additional assessments to short-listed candidates and have them seamlessly integrated in order to provide an overall quantified assessment score.
• You can add notes to the interview.
• Multiple interviewers can score applicants on the their own copy of the interview worksheet against the predetermined Job Success Formula creating consistency, focus and the ability to compare specific evaluations among interviewers. The final consensus among the interviewers can then be entered back into the system.
• After the interview ratings are entered into the system, the system recalculates the applicants’ scores against the Job Success Formula.
• You can reprint the assessment reports, showing the final results that include the interview and other assessments, the scores given and the completed job analysis after the final evaluations.
• You can send notification emails to the applicants based on their applicant status.
• Each applicant status has a related email template that enables you to customize it for each status.
• Each notification e-mail can be customized by adding an optional first paragraph.
• You can bulk send declined e-mails to all applicants under a designated overall score.
• You can bulk send status e-mails to all marked applicants.
• You can review prior notifications sent to any applicant.
• All of the data for each recruitment campaign is held in a separate section of the system, enabling you to keep the information easily accessible.
Employment Reports
HATS provides employment reports that analyze personality traits, interests and work environment preferences as well as eligibility (education, experience and skills) as applied to different employment positions. The reports can be used for staff selection, team development, staff development, training needs assessment, conflict resolution, career counseling and other similar human resource development functions. The following reports constitute the Product, which is generated by the Harrison Assessment system:
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 (Behavioral Interview questions designed by a behavioral scientist are provided based on the key traits important for the specific job). 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.
Interviewing Guide
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.
How to Attract This Candidate
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.
Engagement & Retention Analysis
This reports focus on eight areas related to engagement and retention. It identifies candidate expectations as well as behaviors that relate to the shared responsibility of achieving those expectations. The report can be used in the selection process to identify how well aligned the candidate’s expectations, passions, and motivators are with the organization’s needs and work environment.
