Hire, Develop and Retain “A” Players

Imagine:

• Being able to avoid bad hires and hire “A” players,
• Reducing the early bias of screening resumes,
• Reducing up to 80% of administrative costs to acquire and filter applicants,
• Integrating HATS into whatever hiring system is currently used,
• Enabling higher productivity AND job satisfaction,
• With measurable ROI, in a small company or a large one.

Key Assumptions

• ‘A’ players are available, but you must seek them out and give them good reasons to join your firm.
• ‘B’ players diminish your chances of Break-away Success, and they hide.
• Your people are your Key Leverage Points to success. Not processes. Not financials. Your people.
• What you don’t know DOES Hurt Your Performance as an organization.

As a Master Distributor of Harrison Assessments Talent Solutions, Accountability Pays is authorized and trained to bring this solution to companies desiring to save time and money and improve their hiring, development, team-building and succession planning results.

Through use of the Harrison Assessments Talent Solutions (HATS) you could easily and inexpensively recruit “A” talent to any position. Create and customize the eligibility and suitability criteria for open positions in your company, manage your recruitment campaign on-line including collection of cover letters and resumes. All pending or declined candidate follow-up is handled from within the system, saving up to 80% of the time normally required.

Once in their position, you have gathered enough information to effectively help this employee develop themselves for mutual benefit and satisfaction.

Since 1999, when I began my relationship with Harrison Assessments as a distributor, I have profiled hundreds of executives using Harrison Assessments, both to help me understand a new CEO client and his or her executive team and to help the team become a fully functioning team. Having gained an appreciation for the breadth and depth of the Harrison Assessment, my clients subsequently often choose it for hiring the right people for the right jobs.  Conversely, some clients begin with filling their hiring needs, then later use it for succession planning, executive development, and/or team building.

The Harrison Assessments Talent Solution provides a significant amount of information, valuable depending on the desired outcomes, which you can see in these Sample Reports.

Recruiting “A” Talent: Testimonials

Testimonial:  Initially when we adopted the HATS system for recruitment, I thought we had the equivalent of a high-end Toyota for hiring.  I have learned that I also have the Cadillac for Talent Management!

The Harrison Assessments Talent Solution is the single greatest improvement to our organization’s ability to manage its growth in the last year.  It creates important, viable, worthwhile conversations we did not have before in the recruitment process.   And I did not just fall off the turnip truck! I have had 10 years as an executive recruiter of high-level positions.  With the Harrison Assessments Talent Solutions, we are also expanding our thought process about managing people.

It is a mistake to focus solely on recruitment, tie it all into talent management if you want “A” players and you want to avoid “B” players or worse!

We have widely adopted it in one of our three divisions, pushing utilization down through over 16 distinct business units and a second division has added it to their budget for the next fiscal year, as well as the beginnings of usage by various corporate departments such as internal HR. They are clamoring for it based on the internal feedback and excitement.

Steve Sublett, CEO, CBIZ Special Risk Insurance

Testimonial:  In the last 13 months we have filled several middle-management positions with “A” players by using the Harrison Assessment Talent Solutions (HATS) as a screening tool. Along with giving us insight into our applicants, the tool organized our process, pointed out the “A” players, saved us time, money, and helped us conduct the actual interview as follows:

It organized our process: All information was documented, centralized, and all applicants went through the same steps, ensuring as much fairness as possible in the hiring process.

It saved us time: The last position we hired for was that of Controller for which we had 355 applicants. Once the Recruitment Campaign was set up, HATS culled through the applicants and automatically moved the qualified ones to a short list. By using the HATS we were able to cut 4-5 weeks of time from the screening and interview process. This gave us more time to focus  on the business by letting us focus only on the “A” players.

It saved us money: We are a small firm and have no dedicated in-house HR resource. Since HATS does the screening and initial job-fit evaluation for us we do not have to pay for this service through an outside agency or headhunter. It has also saved us the pain and costs of a bad hire.

It helped us conduct interviews: HATS evaluates each applicant’s responses and suggests questions that will shed light on a person’s fit for a particular job.

MARWARE, Inc.
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Typical Recruitment Results

To see what can be accomplished when an organization wants predictive results with their hiring practices using the Harrison Assessment, here are some additional examples of companies’ time and money savings, as well as other efficiencies.  These are typical results.

Executive Development: Testimonials

“The process adds a lot of clarity.  It is self-affirming on one side, eye-opening on the other.”

General Manager, Manufacturing Firm

“Thank you for the enlightening experience today. This tool is powerful indeed. Your approach of asking for examples further adds to the experience – I am sure that this part of the system. It became personal for me, when I drew examples from my personal life. I guess this only confirms the power of the tool. I hope you do not mind my emotional reaction. I am usually very good at not showing any emotions. The Harrison Assessment has certainly confirmed that I may need to revisit some things that I have conveniently postponed – the paradoxes you showed me really hit home. Thank you for opening my eyes to something that has been staring me in the face for a long time.”

Service Provider

“I was reading my results again this morning and I have to tell you they are very much me and very insightful.”

Senior Executive,  investment banking firm

“I have resolved the dilemma that was plaguing me and for the life of me I was “stuck” on what that issue was until I took the Harrison Assessment… Viola, the mist has cleared and I am truly focused on the mission now that I have removed the obstacle that was hindering my efforts.”

Serial CEO (multiple companies over time)