We’ve gone for a more collaborative tack with this posting!
Seth recently completed a time-consuming process of editting a 2-hour video with Dr Dan Harrison, to come up with digestible segments that stand in their own right. He made 22 of them! So we asked him “having gone through them which are your top 5 picks.
Here’s the first. In this video Dan Harrison discusses the following benefits of using HATS system.
Systematic Approach to hiring
Preset formula to evaluate CV
Assessment that covers Suitability as well as Eligibility
Check it out. And if you like it remember to give it a rating!
We get precious little feedback (except from those of you who call in and buy from us!), so your comments will be well received, and will help to choose topics for future videos.
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
We’ve been trying (literally) for years to share answers to the questions we hear all the time with a wider audience … and somehow our work just kept getting in the way … until last Wednesday, when Dr Dan Harrison was in town, we grabbed a video camera, and shot a short interview with him.
The questions are the questions we hear all the time, from our clients, from our prospects, from our friends.
His answers – based on 25 years of research into work performance and selection screening – are so much better than anyone else’s!
Here are the first two clips, addressing the question: “OK, I’m looking for an assessment system for recruiting candidates – but don’t tell me about Harrison Assessments yet – instead please teach me what to look for so I can tell the difference between a good system and a poor one?”
