Attracting and retaining top talent requires a great deal of time and money — especially in today’s competitive labor market. Padgett Performance Group helps companies reduce time spent in recruitment, narrow the pool of applicants to the most qualified candidates, and lower turnover costs by making smarter hiring decisions from the start. As a Harrison Talent Solutions Partner, we provide a full range of proven talent acquisition solutions, including Eligibility Assessments, Job Suitability Assessments, and tools designed to provide behavioral insights that go beyond basic qualifications.
Click the categories below to learn more — or contact us to talk about talent solutions for your business.
Now, recruiters can focus on what they do best.
A recruiter’s time is best filled with high-level, strategic functions like focusing on interviews, showcasing their employer’s brand and nurturing prospects. Only recruiters can build the relationships to attract hard-to-find hires.
Padgett Performance Group automates the recruitment process, helping companies move quickly — so you don’t lose a new hire to another employer. The talent acquisition system introduces efficiencies in the entire hiring process that reduce the overall cost per hire, and help recruiters get back to what they do best.
Spend less time reviewing resumes, and more time building relationships. Contact us.
While people may be hired for their eligibility, they are usually fired for their actions.
When a person isn’t right for a job, no amount of training, coaching or development can optimize their performance — regardless of their experience and tangible qualifications. Padgett Performance Group helps companies find the right fit by using the Harrison Assessment Talent System®, which includes assessments for eligibility, suitability, and behavioral traits.
The Harrison Suitability Assessment measures potential job satisfaction and allows you to match individual traits, preferences and competencies to your position’s requirements. Your company’s values and culture can also be incorporated. While companies have traditionally hired based on skills, experience and training, more progressive businesses consider factors like motivation, attitudes, interpersonal skills, and work preferences. Companies like Southwest Airlines, Boeing, IBM, Citibank and Zappos all consider candidates’ behavioral traits, organizational traits and preferences in addition to eligibility.
Contact Us today to find out how the Harrison Assessment Talent System can help your business.
Redesigning Talent Acquisition improves the quality of candidates, while reducing up to 80% of the work in hiring. From pre-screening applicants based on your qualifications, to ranking candidates based on eligibility and suitability, to tracking applicants through the recruitment process, Padgett Performance Group helps companies save time and money, and hire the most qualified applicants faster.
Recruiters can move fast, so the company doesn’t lose a talented hire to another employer. In addition, the talent acquisition system significantly reduces the overall cost per hire.
Because Padgett Performance Group is a Harrison Assessment Partner, You have access to the best job analysis tools in the industry. We utilize Harrison Job Success formulas, used by organizations worldwide. They allow you to rank candidates based on levels of experience, education, skills, work attitudes, behaviors, work preferences, and even culture.
You can draw from Harrison’s library of thousands of Job Success Formulas, leveraging research-based, job-specific performance guidelines. You can also customize or create your own formulas by integrating the input of others involved in hiring for the position, adjusting behavioral requirements to meet your specific needs. The results of third party tests may also be integrated into the talent recruitment process.
Candidates for a given position are ranked continuously, with results available online within seconds. This eliminates administrative time as well as limiting the review of resumes to only your best candidates.
A recent university study found that the typical interview increased the likelihood of choosing the best candidate by less than two percent. That may be optimistic. We have seen cases where classic interviews selected good hires only 40 percent of the time — which means bad hires exceeded 60 percent.
Padgett Performance Group can assist your organization in improving the interview process with an interactive Interview Guide. When you partner with Padgett to use the Harrison Assessment Talent System, you will receive a custom Interview Guide and report for each candidate, addressing job-specific questions raised by the assessment, and producing a quantitative score. This dramatically elevates the quality of interviews by consistently focusing on key success factors and possible hindrances.
Ready to start conducting more effective interviews? Contact us today to start the conversation.
Harrison’s In-depth reports help you to make the final decision. The Harrison "How to Attract” report helps you encourage the best applicant to work for you. The report also provides an indication of what types of compensation and other benefits will attract your winning choice.
Focusing on both the employee's and employer's needs makes it more likely that mutual needs will be met. This helps build relationships, resulting in higher levels of employee engagement and retention. In addition, the easy-to-understand reports empower managers with on-boarding tools that facilitate accelerated engagement and performance.
Contact us today to start the conversation.
From pre-screening, to interviewing, to hiring, to notifying candidates of their status, Padgett Performance Group helps you streamline every stage of the recruitment process. Harrison Assessments’ built-in Applicant Tracking program automatically ranks qualified candidates, stores their reports and information, and even integrates results of third-party testing. Applicants are continuously ranked according to how well they meet your requirements, eliminating administrative time. As a result, you can focus on following up with your best candidates — and make better hiring decisions, faster.
It is possible to have a system up and running in less than 30 days. Automation starts with a conversation. Let’s talk.