Mei 30-2025

By: Marisa

In an era of increasingly fierce business competition, finding and retaining top talent is a key factor for organizational success. However, traditional recruitment processes that rely heavily on Curriculum Vitae (CV) often provide only a surface-level view of a candidate’s qualifications and experience. What if there were a deeper and more accurate way to identify a candidate’s potential and fit with the company culture and role requirements? The answer lies in a holistic approach that combines CV information with comprehensive psychometric assessment tools, one of which is the Harrison Assessment.

A CV is indeed important as a summary of a candidate’s career journey and education. However, it often fails to reveal crucial aspects such as work preferences, intrinsic motivation, potential workplace behavior, and alignment of values with the organization. This is the gap that Harrison Assessment can fill.

What is Harrison Assessment?

Harrison Assessment is a unique and advanced psychometric assessment tool. Unlike conventional personality tests that tend to categorize individuals into certain types, Harrison Assessment measures 175 different traits and preferences. This assessment not only identifies strengths and weaknesses but also uncovers behavioral paradoxes that may exist within a person. For example, someone might have a strong desire to take initiative, yet simultaneously have a tendency to avoid risk. A deep understanding of these paradoxes is invaluable for predicting an employee’s performance and development potential.

Why Harrison Assessment is More Than Just a CV

1. Revealing Hidden Potential: While a CV focuses on what a candidate has achieved in the past, Harrison Assessment goes further by identifying potential that may not yet be fully explored. This helps companies see candidates through a broader lens, beyond the experience listed on paper.
2. Predicting Role Fit: Harrison Assessment analyzes the alignment between an individual’s characteristics and the specific demands of a role. This includes task preferences, desired management style, and ability to adapt to a particular work environment. Understanding this fit allows companies to place talent in positions where they can thrive and contribute optimally.
3. Improving Employee Retention: Employees who feel suited to their role and company culture tend to be more motivated and exhibit higher engagement levels. Harrison Assessment helps ensure that selected candidates are not only technically competent but also aligned in values and work preferences with the organization. This contributes to reducing turnover rates and improving talent retention.
4. Supporting Employee Development: The assessment results are valuable not only during recruitment but also serve as a solid foundation for employee development programs. By understanding individual strengths and development areas, companies can design more targeted and effective training and mentoring programs.
5. Building Strong Teams: Harrison Assessment can also be used to analyze team dynamics. By understanding preferences and potential conflicts among team members, companies can build more collaborative, productive, and harmonious teams.

Implementing Harrison Assessment in the Recruitment Process

Integration of Harrison Assessment into recruitment can be done in several stages:

• Job Profile Development: Before searching for candidates, companies can use Harrison Assessment to create an ideal profile for each position. This profile will identify the most important characteristics and preferences for success in that role.
• Candidate Questionnaire: Candidates who pass the initial CV screening can be asked to complete the Harrison Assessment questionnaire online.
• Assessment Result Analysis: The recruitment team receives a comprehensive report analyzing the candidate’s fit with the job profile, strengths, development areas, and potential behavioral paradoxes.
• Competency-Based Interview: Assessment results can guide deeper exploration of a candidate’s competencies and preferences during interviews. Questions can be focused on areas relevant to the assessment findings.
• More Accurate Decision-Making: Combining CV information and Harrison Assessment results provides a more complete and accurate picture of candidates, enabling companies to make better-informed, lower-risk hiring decisions.

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