Ace the 2023 Harrison Assessment With Quick Guide & Accurate Practice

Talent Acquisition Assessments

Employers use Harrison’s Talent Acquisition assessments to identify and hire the best talent for their business by using a 25-minute SmartQuestionnaire. Employers use talent acquisition assessments to filter and rank the top candidates for job-specific behavior and qualifications before the employer even reviews the candidate’s resume or invites the candidate to an interview.

More about each of Harrison’s Talent Acquisition Assessments:

Questions are delivered in a variety of formats. The majority of questions take a self-assessment format, while others involve pattern recognition problems. In the case of the self-assessment questions, questions can require that the candidate grades a number of statements from ‘most’ to ‘least’, or that a single statement is selected out of a number of options.

Staged Psychometric Testing – A stepped process in which recruitment assessments are applied only after a candidate has passed the earlier stage.
Pre-screening for Qualifications – Automatically screens and ranks candidates with a custom-built questionnaire that targets the employer’s central qualifications.
Job Specific Behavior and Personality – Measures 175 talent factors in only 25 minutes.
Critical Thinking and Numerical Reasoning – Assesses critical thinking and numerical reasoning for specific job requirements in only 20 minutes using Harrison’s adaptive QCT questionnaire.
Behavioral Interview – Asks questions that reveal a cultural fit, job fit, and the potential to meet the candidate’s needs.
Sales – Includes 25 variations of Sales Recruitment Assessments based on the type of products, closing, the degree of prospecting, and ongoing customer relationships.
Customer service – Predicts whether or not candidates will create repeat customers with 14 customizable variations based on the type of service offered.
Technical – Predicts performance and engagement for 45 customizable variations based on the number of people interactions and type of technical work.
Administration – Predicts performance, retention, and engagement, with 27 customizable assessments for Financial, Human Resources, and general administrative positions.
Supervisory – Supervisory positions vary according to the job being supervised. Harrison provides more than 600 customizable assessments that predict supervisory performance, retention, and engagement.

Leadership Development Assessments

Harrison’s Leadership Development Assessment uses its 25-minute SmartQuestionnaire to provide employers with insight into the behaviors that make leaders successful. Paradox Technology is used to see whether a leader’s strong behavioral characteristics are true strengths or potential derailers.

More about each of Harrison’s Leadership Development Assessments:

Emerging Leader Competencies – Employers can compare their emerging leaders to the key success factors related to Harrison’s 10 emerging leadership competencies. They can also help new leaders prosper with development plans that target gaps.
Senior Leader Competencies – Employers can compare their existing senior leaders and future senior leaders to the 10 competencies related to senior leader success and attain leadership potential with specific development plans.
Paradoxical Leadership Skills – Effective leaders need to balance a series of apparently opposed behaviors.
Management Assessments – Management success behaviors can differ based on the specific role and culture of a company. Harrison’s 600+ customizable variations target certain behaviors for development and offer development plans.

Organizational Development Assessments

Harrison’s Organizational Development Assessment lets employers assess central talent functions by department, manager, or by entire organization. Individual SmartQuestionnaire data is collated across groups giving employers insight into creating effective teams, succession planning, developing an engaged culture, and holding on to top talent.

More about each of Harrison’s Organizational Development Assessments:

Succession and Job Rotation – Organizations can search internally for high potentials and receive decision analytics that deals with both qualifications and behaviors.
Team Analytics for Organizational Development – Organizations can uncover critical paradoxical behaviors needed to attain individual and team goals.
Engagement Survey – Organizations can track engagement improvements with Harrison’s Engagement Survey. Organizations can use this tool to identify employee expectations, and engagement supporting behaviors.
Collaboration Competencies – Used to discover essential insights related to the 5 collaboration behavioral competencies. Businesses can achieve organizational development via team collaboration and development plans. Employee Retention – Provides deep insights into an organization’s talent competitiveness through Harrison’s Retention Analytics.
Cultural Analytics – Measures organizational behavior at various levels of the organization including managers, senior leaders, and over various departments. It also shows employers how to develop their culture and reach their stated mission.
Job Analytics – Organizations can create Key Performance Indicators and Job Success Formulas that will save them more than 70% of administration time in connection to recruitment and succession planning while attracting and maintaining top talent.
Career Planning – Organization can plan their career path with Harrison’s in-depth analysis of an organization’s strengths, interests, potential derailers, task preferences, and work environment preferences.

At PrepTerminal our psychometric test experts have carefully developed a module-based Harrison Assessment course to help you succeed in any of the Harrison Assessments. Start practicing with us today at your own pace from the comfort of your home.