“I HATE my work!”
How successful do you think someone will be at a job who says this?
“I don’t care if you hate it, just do it”.
How long will this company be operating if this is the most often said comment from the team leader?
The Harrison Assessment’s Paradox Theory predicates that performance and enjoyment are closely linked, because when someone enjoys doing something in particular, they tend to do it more willingly and more often. This in turn makes them very competent in that task and an effective exponent of that particular job. Workers who have a great time doing whatever it is that captivates them will be effective performers and ultimately add to the company’s success rate.
The key is to find what motivates a particular worker and provide an environment where this is readily found and employers will have a recipe for success for sure.
Harrison Assessment is diferentiated from other testing tools in the marketplace in that it measures factors such as:
What’s even better is that Harrison Assessment measures an amazing 175 factors; five times more than the tests offered by other providers. Harrison also boasts an 85 per cent predictive accuracy that is able to measure traits correlated to successful performance, and at the same time measure the presence of negative traits that can be counterproductive to successful performance.
But what is the basic difference between “personality tests” and “job suitability tests”? In Harrison Assessment's case personality tests may predict that the person is “nice and pleasant”, but this does not guarantee success or great performance on the job.
So what are the ‘must haves’ when picking the right kind of assessment ‘tools’ to aid in the hiring process? A comprehensive recruitment tool kit should include a job analysis questionnaire, a profile analysis, a “Traits and Definitions” report, a behavioural impact graph and narrative, a paradox graph and narrative, positive or counterproductive traits of the applicant, and probing for weaknesses in contrary evidence questions.
Okay, so why the need for such a test? The key reason is that Harrison Assessment helps to narrow down the potential capabilities and areas of natural competence. More specifically it throws the spotlight on four important areas – ability , aptitude, power, and performance. Power-centric tests can test for aptitude while performance-centric tests measure innate ability.
Harrison Assessment can help save time, money and a lot of headaches by helping you avoid the “I hate this job” and “Just do it!” conundrum.
The Discover My Career tool by Harrison Assessments can assess an individual for Entrepreneurial Success as well as over 1,000 other specific jobs. The right career allows the individual to have a degree of confidence about the future and can make all the difference.
Reproduced with permission from Harrison Assessments. Originally published on the Harrison Assessments blog.