You have invested a lot of time advertising, talking to recruiters, and checking resumes resulting in several candidates you would like to interview. The Harrison Profile provides a picture of what the candidate has done and will do in the workplace by providing you with the candidate's workplace preferences. By arming yourself with this information, before or during the interview process, you put yourself in position to evaluate all those areas that could lead to pride in hiring this individual and/or investigating all those areas that could lead to the company's future dissatisfaction with this person.

This neutral second opinion will either confirm your original diagnosis or put you on guard to dig deeper in the hiring process. A second opinion in the form of candidate profile will show you where you were "right" about the candidate and in what situation the candidate could go wrong. Profiles allow you to see where the candidate's traits fit the organization and where they don't. Our profiles show what the candidate can do and what he probably won't. While interviews assess the importance of strong handshakes and pearly white smiles, our profiles provide you with the analytical data to compliment your selection process.

The profile is specific to each person and position ranging in size from 35-50 pages. It provides feedback on the candidate's values, interests, task preferences, work environment preferences, personality, honesty, and what motivates him or her. These attributes are presented in modules of easy to read graphs and explanatory narratives.

The Position Comparison Module compares the candidate's traits to the traits that are needed for success in the open position. The behavior impact graph shows what the impact of the candidate's behavior would be within the organization.

The interviewing guide provides specific behaviorally based interviewing questions (different for each candidate) that direct you to their strengths or weaknesses when compared to the position requirements. The questions are ranked in order importance to the position.

The expert module provides a summary description of the candidate and uses key words such as "wants autonomy, wants high pay, can be tense" that describe the candidate's behavior pattern on the job.

Should you like what you see, the profile contains specifics on "How To Attract This Candidate." It identifies and prioritizes the key leverage points that will help you convince a top candidate to work for your company.

Whenever we are faced with important decisions in health, family, or business, it's best to get an opinion from a perspective different than your own. Since you are likely to spend as much time with this person as with some members of your family, and since this person will become a member of your team and part of your organizational family, consider a second opinion.