Profiling Services
Will that person you're about to hire or promote be your future Superstar or your future Nightmare?
As an accredited Australian agent for Harrison Assessments, LJW Employment Solutions can offer accurate, affordable and user friendly Online Behavioural Assessment Services to all employers. These behavioural assessments can be provided as part of our recruitment and profiling consulting services or as a stand alone product for employers who wish to carry out their own recruitment, selection or career development activities.
How are most hiring decisions made?
Most candidate selection is based on the applicant’s previous employment experience and their interview performance. The potential flaw with this method is that it takes into account only two of the three criteria that should be used:
hree Important Recruitment Criteria
Eligibility – the applicant’s abilities, education, training / qualifications, previous employment experience
Suitability – the degree to which a person’s natural tendencies and preferences correspond with the requirements of the position
Interview – the face to face meeting of the applicant
By focusing too much on Eligibility and Interview, the wrong candidates can be selected.
How much importance should be placed on Eligibility and Suitability?
The degree of importance placed on eligibility and suitability depends on the position. For example, suitability factors are more important than eligibility factors for most customer service or sales positions. For management positions they are usually equally important; and for technical positions, eligibility factors are usually more important.
Why should you be seeking strong Suitability in job applicants?
Assuming a high level of eligibility, strong suitability results in:- Better performance and productivity
- Happier employees
- Reduced employee turnover
How can you accurately gauge a job applicant’s suitability?
The most accurate and reliable way is to have the job applicant complete an appropriate behavioural profile instrument.
Why is this better than behavioural interviewing?
Basically, a high quality test is much harder to “cheat” whereas a trained job seeker will know what to say in a behavioural interview situation, so unless you are a highly trained interviewer, use a proven test.
The theory behind Harrison Assessments
Follow this link for a better understanding of Harrison Assessments Theory
How does it work?
The job applicant is asked to complete an online (or hard copy) Work Preferences Questionnaire. Although there is no time limit, most applicants will take between 20 and 40 minutes. The questionnaire contains built in lie detectors and a Consistency Score to indicate the validity of every report.
More information
Use these links to review Case Studies, Sample Employee Reports and international Recruitment Client Lists.
Then, simply contact LJW Employment Solutions via phone or email to discuss your needs.
