HARRISON ASSESSMENTS
SELECTING
AND
DEVELOPING
TOP PERFORMANCE
Suitability & Eligibility
SUITABILITY
behavioral
Tendencies
ELIGIBILITY
Experience,
Training &
Education
Eligibility – can the person perform.
Suitability – will the person perform.
The Assessment Challenge
An ideal assessment method should:
•
Accurately measure and predict behaviors
that impact on success
•
Be easily customizable for each specific job
•
Be reliable and revealing
– Prevent deception
– Reveal self-deception
•
Provide a overall prediction of success based on
eligibility, suitability, and interview results
•
Be easy to implement and interpret
Traditional Attempts to Predict behavior
Interviewing - Limitations
• Behavior is very difficult to quantify
• Deception is difficult to detect
• Interviewers are biased toward their
own behavioral tendencies
• Good interviewees are not necessarily
good performers
• Good performers are not necessarily
good interviewees
Traditional Attempts to Predict behavior
Personality Assessment - Limitations
• Easy to deceive
• Not job specific
• Have an insufficient number of
dimensions (usually 4 to 20)
Personality Assessments have limited
dimensions
Limited dimensions = unclear picture
10 – 20 dimensions provides only a
general view of personality. This is
insufficient to compare to complex
behavioral requirements.
Personality Assessment measures
only some Suitability factors
By increasing the personality factors and
including work environment preferences
(total of 30-40 dimensions), clarity is
improved but it is still insufficient.
Enhanced Suitability Assessment
By increasing the personality factors
further and including work environment
preferences and interests (total of 60-70
dimensions), the image is sharpened.
However, there is still considerable
room for improvement.
Comprehensive Suitability Assessment
By further increasing the personality
factors and including work environment
preferences, interests, and task
preferences (to a total of 100 dimensions)
some clarity is achieved. However, it
could still be improved.
Comprehensive Suitability Assessment
with Lie Detection
By increasing the personality factors
further and including a complete spectrum
of work environment preferences,
interests, and task preferences (a total of
150 dimensions) as well as effective lie
detection technology, a very clear view of
behavior can be achieved.
High Tech Questionnaire
Items are ranked in groups of 8.
Each item appears twice
Equal to a full day of multiple choice
testing… in only 30 minutes
The computer cross-referencing technology provides 8103
comparisons - equivalent to 2701 multiple choice questions.
Lie Prevention
• Forced ranking (rather than rating)
forces the profilee to reveal priorities
and prevents exaggerated ratings.
• The items are equally attractive and
thus the ranking given is based on
actual priorities.
• Counter-productive tendencies are
determined through the paradox
methodology which is completely
“blind” to the profilee.
Technological Lie Detector
Item 1
Item 2
Item 1
Tens of thousands of cross-references
identify contradictory rankings and provide
lie detection with 99%+ accuracy.
Traditional personality lie detection is less than 10% effective.
The Consistency Score
•
100 = perfectly consistent
•
Greater than 50 = reliable results
•
Greater than 0 = reliable results for lower
level positions
•
Below 0 - repeat the questionnaire
•
-450 – random answers
•
-900 – perfectly inconsistent
The consistency score is so sensitive that even slight attempts to deceive are
detected and located. The consistency score ranges from 100 to -900.
Reasons for Low Consistency
• Intention to deceive or provide the
“expected” answer (most common)
• Lack of concentration (secondary
factor)
• Lack of self-awareness
Position Analysis
?
Fit
With only a general impression of the
position (no formal job description), it
is very difficult to determine if a
person fits the position.
Position Analysis
?
Fit
A formal job description helps to
determine the fit, but is usually only
sufficient to provide a general idea of
the required behavior.
Position Analysis
Fit?
Job descriptions that include major
responsibilities help to clarify the
issues of fit, but still leave some
questions.
Position Analysis
Fit?
Clear performance expectations
help clarify the behaviour
requirements for the position.
Position Analysis
Fit?
By weighting the performance
factors, more of the questions
about person/position fit are
resolved.
Position Analysis
Fit
?
The HA Position Analysis Wizard
enables you to transform the
position requirements into
weighted traits.
Position Analysis
Fit
HA research has determined the
traits that relate to success for
different position types. This data
combined with your job information
will create accurate custom position
templates.
Missing the Target
?
Fit
Using only a personality assessment
combined with a basic job description
provides a very unclear determination of
the fit which is typically only about 10%
better than a guess.
Accuracy
Fit
The HA integrated assessment
combined with the Position Analysis
Wizard provides a prediction of
success with greater than 80%
accuracy.
Validation
•
HA behavioral assessment has more than 30
validation studies, each showing a predictive accuracy
of greater than 80% or .3 correlation.
•
It is generally more accurate than assessment centres
that cost thousands of dollars per person.
•
Test re-test is greater than .8 for each scale.
•
High construct validity correlations with standard
personality methods.
Enjoyment Performance Theory
Enjoy Activity
Receive
Recognition
Do it More
Learn More –
Improve Skills
If you enjoy an activity, you tend to do
it more. By doing it more, you tend to
learn and improve the related skills. As
a result, you tend to gain recognition
(including self recognition) which helps
you to enjoy the activity more.
Enjoyment Performance Theory
Don’t Enjoy Activity
Negative
Feedback
Avoid the
Activity
• If you dislike an activity, you tend to
avoid it. Thus, you fail to learn and
improve the related skills. You may
Fail to Learn or
illicit negative feedback as a result (or
Improve Skills
self-criticism) which contributes to
disliking the activity more.
Traditional Bi-polar Scale
Bi-polar Scale
FRANK
DIPLOMATIC
Bi-polar Compared to Paradox
Bi-polar Scale
FRANK
Paradox Scales
FRANK
DIPLOMATIC
Paradox:
A seemingly
contradictory statement
that may nonetheless
be true.
DIPLOMATIC
Paradox Theory
Paradox Scales
Bi-polar Scale
Balanced
FRANK
Good Communicator
FRANK
DIPLOMATIC
Poor Communicator
FRANK
DIPLOMATIC
DIPLOMATIC
Good communicators and poor communicators look the same on a
traditional bi-polar scale.
Paradox Theory
Example of the four basic dimensions within a paradox scale
Good Communicator
FRANK
DIPLOMATIC
Balanced Versatility
Blunt
Poor Communicator
FRANK
DIPLOMATIC
Balanced Deficiency
FRANK
DIPLOMATIC
Aggressive Imbalance
Evasive
FRANK DIPLOMATIC
Passive Imbalance
X-Y Representation of Paradox
FRANK
DIPLOMATIC
The four basic dimensions of a paradox
can be more effectively displayed by
rotating one of the scales at right
angles to make an X-Y plane.
X-Y Representation of Paradox
FRANK
DIPLOMATIC
The four basic dimensions of a paradox
can be more effectively displayed by
rotating one of the scales at right
angles to make an X-Y plane.
Aggressive Imbalance
High frank, low diplomatic indicates
bluntness (an aggressive
imbalance).
FRANK
Blunt
Forthright
diplomacy
Poor
Communication
DIPLOMATIC
Evasive
The grey circle reflects an underlying
passive polarity. For example,
bluntness is often used a means of
evading or a cover for vulnerability.
Passive Imbalance
The red circle reflects the polarity of a passive
imbalance. Under stress, the behavior may “flip” and
become blunt.
FRANK
Blunt
Forthright
diplomacy
Low frank, high diplomatic
indicates evasiveness.
Poor
Communication
DIPLOMATIC
Evasive
Balanced Deficiency
The double polarity indicates the behavior could
flip to either polar extreme under stress.
FRANK
Blunt
Forthright
diplomacy
Low frank, low diplomatic
indicates poor communication.
Poor
Communication
DIPLOMATIC
Evasive
12 HA Paradox Pairs
Certain : Open/reflective
Frank : Diplomatic
Analytical : Intuitive
Persistent : Experimenting
Analyzes Pitfalls : Risking
Authoritative : Collaborative
Self-Acceptance : Self-Improvement
Assertive : Helpful
Self-Motivated : Stress Management
Organized : Flexible
Enforcing : Warmth/Empathy
Optimistic : Analyses Pitfalls
The Secret of Success
Success is the result of integrating two
seemingly contradictory behaviors.
HA is the only assessment method that
harnesses the power of paradox.
Integrating Behavioral Assessment
with Eligibility
Behavioral Assessment
Interview Score
Eligibility Score
Assessment types are weighted & integrated
Final prediction of success for a given position
By weighting each assessment type and integrating them into a final score,
you gain a complete picture and accurate prediction.
Unique Reports Generated to Your
Specific Requirements
Each HA report is unique. It considers:
• The behavioral tendencies of the person
• The work preferences of the person
• The specific requirements of the position
The reports are in layman’s terms and require no
professional interpretation. This is achieved by:
• Expert system technology
• Tailor made assessment integration
incorporating eligibility and suitability.
One of a Kind
HA is the only assessment method that:
•
Uses a full spectrum of behavioral assessments, including personality,
interests, work environment preferences and task preferences.
•
Uses a high-tech questionnaire that provides the equivalent of a full day
of testing in only 30 minutes.
•
Uses a technological lie detector with greater that 99% accuracy.
•
Can be effectively applied without professional interpretation.
•
Uses the power of paradox to decipher subtleties and complexities of
personality related to job performance.
•
Offers complete customization to specific job requirements.
•
Offers a complete research data base of success traits for different
position types.
•
Delivers cost effective high correlation with actual job performance.
How HA is Used
•
•
•
•
Recruitment and Selection
Coaching, Retaining & Developing
Team Development
Organizational Development
Selection and Recruitment
• Set the position criteria in the software
• Applicants complete HA questionnaire
• Generate suitability report and
interviewing guide for each applicant
• Interview suitable applicants
• Rate eligibility and interviews
• Enter results in software
• Generate final reports
• Use the “How to Attract This Candidate”
report to convince the candidate to
accept employment.
Coaching, Retaining & Developing
• Use the “Job Comparison” reports to
coach performance.
• Use the “Paradox” reports to coach
individual employees to develop
constructive traits.
• Use the “How to Manage, Develop &
Retain” report to improve supervision
and performance.
• Use the “Developing Traits” report to
implement a development plan
Team Development
Use the “Team Main” graph and/or
“Team Paradox” graph to:
• Illuminate team dynamics
• Facilitate team effectiveness
Organizational Development
Use the HA methodology to:
• Formulate position requirements
• Implement core values and
assess behavioral competencies
• Integrate selection and
development