How Does HATS Differ From Traditional Systems
March 23rd, 2009 by John
Breaking news – we had the good fortune to be able to grab Dr Harrison again, and put some of your questions to him. We’re still editting them and will post them as fast as they come. You can find a lot of them just by searching on google, and we’re going be publishing our favourites here.
This segment below is to answer the question “what is it that is new about the Harrison Assessments Talent Solutions? How does HATS differ from traditional systems for recruitment?”
Here’s Dr Harrison, in his own words:-
John Bower interviews Dr Dan Harrison about how does HATS differ from traditional systems?
Key takeaways we noted:
- Extremely clear job formula which goes way beyond Job Requirements or Selection Criteria
- Online questionnaire automatically ranks candidates and screens to create a shortlist
- Ranking system gives the recruiting manager great clarity to pinpoint the top quality candidate
- Integrates with the interview process and upgrades the entire assessment process
- Saves a LOT of time, and makes it possible to concentrate effort on people who are both Eligible AND Suitable for the job
This entry was posted on Monday, March 23rd, 2009 at 10:24 am and is filed under Candidate Assessment, Harrison Assessments, employment screening. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.