Would you like to feel more confident about your employment decisions?

Have you ever employed someone because they looked good on paper and then discovered later on down the track they were in fact unsuitable for the position?

Employers are usually comfortable with formulating eligibility factors (can the individual do the job) for their job role. These factors can be extracted from resumes and the details confirmed at interview or via referees.

The challenge for most employers is assessing for suitability factors (will the individual do the job). Suitability screening provides a personality profile based on the identified traits required to be successful in the position.

Using pre-employment screening, we can help:

To clarify what traits you are looking for in your next employee
Reduce time, frustration and expenditure during the recruitment process
Improve your chances of getting your selection right the first time
Eliminate those who wilt under the slightest hint of pressure
Hire the most highly suitable person that WILL do the job and enjoy it

"Select people carefully - 95% of business success is in the selection process. All business success comes from having competent people in the key jobs in your company. One incompetent person in a key job can be enough to doom an enterprise." - Brian Tracy

How can I use pre-employment screening to identify my applicants job suitability?

Using the Harrison Assessments system, we use pre-employment screening to better understand any individual's suitability for a specific role. There are three basic steps:

1.) Create a Job Success Formula.

It is important to identify at an early stage what exactly are the necessary traits needed to be successful in the role. We will work with you to create a formula which identifies these traits and their associated weightings. This is a one off exercise per job role that can be used again should you need to recruit for that position another time.

2.) Send out the online questionnaire assessment.

We will contact your top applicants and request them to complete an online assessment questionnaire which measures 156 different traits in around 30 minutes. This assessment is generic and not specific to any particular role.

3.) Generate any of these reports on your applicants:

There are a variety of reports available to you including individual and group screening reports. Take a look at some sample reports:

Job Success Analysis Report (PDF)

Group Screening Report (PDF)

How To Attract This Candidate Report (PDF)

Interview Guide (PDF)

Traits and Definitions Report (PDF)

Summary and Keywords Report (PDF)

Paradox Graph Report (PDF)

Use these reports as tools to assist you with your interviewing and reference checking. Know more about your applicants’ attitudes, interpersonal skills, interests, work environment preferences and work values before even meeting them!