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Screen in the Best Candidates
Most interviews are conducted on a basis of screening out candidates. The interviewer typically asks the tough questions with an attitude of "are you good enough for us?". However, this has an unintended consequence of turning off the best candidates or at least starting the employment relationship on the wrong basis. The best candidates make employment decisions based on whether they think the employer will meet their needs and when the interview only focuses on the employer's needs, it demonstrates that their needs are not considered important. The Harrison system is designed to create a great candidate experience and "screen in" the best candidates, starting from automated pre-screening right through to the behavioural interview.
Behavioural Interviewing to Acquire and Retain Top Talent
The Harrison method includes job specific behavioural interviewing questions that are tailored to the individual candidate's responses to the job specific factors. It enables the interviewer to ask behavioural interviewing questions in the context of establishing mutual needs. We provide behavioural interviewing questions and tools that transform the interview into a highly productive and honest discussion which results in the acquisition and retention of top talent.
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