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1. Benchmark Your Way To More Sales

   September 23, 2015 12:57 pm Leave a Comment

   “You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.”  – Patricia Fripp

   Benchmarking Top Performers

   The most successful businesses employ the right staff in the right roles. What makes someone ‘right’ for a role? How do you ensure every person in your business performs at the highest level?

   Recognising, engaging and retaining talent can be achieved through benchmarking. Harrison Assessment Talent Solutions can benchmark the behavioural traits of a group of employees that are making them successful. It will highlight other people in the business who have similar behavioural traits for further development.

   Download this document to find out more about this Performance Benchmarking Solution.

   Need To Recruit A Critical Role In Your Organisation?

   Recruiting for a critical role can be stressful, time consuming and expensive. Recruiting the right candidate is paramount to the success of an organisation.

   Harrison Assessments Benchmarking is a scientific means to measure the precise factors that relate to job success. Put simply HATS will put together the criteria that needs to be fulfilled in order to get the right candidate for the role based on 175 traits relating to attitudes, motivation, interpersonal skills, work preferences, task preferences, work environment preferences, interests and employment preferences and a small element of personality.

   Build An Effective Sales Team

   Average shelf life of a Sales Manager is 15 months.

   Almost 40% of salespeople miss their numbers every year.

   Almost 4 out of 10 salespeople will lose their jobs this year.

   An average of 27% of salespeople do not produce enough to cover their costs*

   Poor sales performance will have a significant effect on your business, you can outperform your competitors with the right people in the right roles.

   Harrison Assessments can be used to accurately predict an individual’s engagement, performance, work satisfaction and retention. It will provide you with an easy-to-understand overall score explicitly indicating a person’s potential for success in a specific role. It can also be used to determine the behavioural traits with a team and highlight areas for development.

   *(Sales Benchmarking, Greg Alexander & Aaron Bartels)

   Don’t Just take Our Word For It

   A key differentiator in direct sales is the quality of your customer facing personnel. Pat Hutchinson’s outstanding talent as an NLP trainer has helped develop members of my sales team so that they have that edge. ‘ Gavin Aston, Sales Leader – U.K. & Ireland, PerkinElmer

   Want To Know More?

   Kevin Kruse, bestselling author and leadership keynote speaker shares his thoughts on the importance of employee engagement and retention:

   Ask us about benchmarking your top performers and sales teams. Call 44 (0)7768 922244 or contact us via the form below.

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2. Q1 supports ‘Get Britain Standing’

   August 5, 2015 10:53 am Leave a Comment

   Quadrant 1 are proud to support the ‘Get Britain Standing’ campaign aimed at increasing awareness and education of the dangers of sedentary working and prolonged sitting time.

   The British spend a staggering 8.9 hours each day ( on average) sitting down. Major international research has produced compelling evidence that sitting for more than 4 hours per day can result in the following health risks.

   • Heart / Cardiovascular Disease
   • Diabetes
   • Cancer
   • Obesity
   • High Blood Pressure
   • Muscle Degeneration
   • Back Ache / Neck Pain
   • Osteoporosis
   • Depression
   • Dementia

   You can counteract this in an number of ways, such as:

   • Sit- Stand Desks
   • Treadmill Desks ( popular in the US)
   • Removing tables in meeting rooms
   • Standing and walking about while giving a presentation or speech
   • Talking phone calls standing up, this can also improve voice quality

   To find out more visit: Get Britain Standing 

3. Emotional Intelligence – how to measure it

   July 16, 2015 11:14 am Leave a Comment

   At Harrison Assessments we are often asked if we can measure the behavioural traits that make up Emotional Intelligence.  The short answer is that, because HATS utilises working preferences the whole system measures emotional intelligence.  If we enjoy what we are doing then emotional behaviour will reflect that, if we don’t then our emotional behaviour will reflect that too.

   However, now we can measure Emotional Intelligence in a way that has never been done before.  The unique SmartQuestionnaire™ measures 175 behavioural preferences in a way that is highly accurate.  The Emotional Intelligence profiles can be assessed against the SmartQuestionnaire™ answers with precise results.  Each profile is made up from a set of essential traits, some desirable traits and some traits to avoid.

   Take ‘Relationship Leadership’ for example  –

   • Essential traits include influencing, analyses pitfalls, authoritative collaboration, collaborative, effective enforcing, enlists cooperation and wants to lead.
   • Desirable traits include diplomacy, frankness, handles conflict, persistent, planning, experimenting, negotiating, provides direction, assertiveness, organised, pressure tolerance, psychology, research/learning, teaching, risking, tolerance of bluntness.
   • Traits to avoid include bluntness, authoritarian, defensive, dominating, harsh, insensitive, permissive, rebellious autonomy and sceptical.

   The other 3 constituent parts of Emotional Intelligence have their own profiles under the headings –

   • Knowing Oneself
   • Self-Motivation and Self-Management
   • Social Awareness and Service Orientation

   All 4 are pulled together in one report enabling organisations to measure individuals for emotional intelligence and create development plans accordingly.

   If you would like to know more about measuring emotional intelligence please call 44 (0)7768 922244, or complete the enquiry form below.

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4. Quadrant 1 Supports Oxford Against Cutting

   June 23, 2015 11:29 am Leave a Comment

   Oxford Against Cutting (OAC)

   OAC is committed to working to help prevent female genital mutilation (FGM) of girls and women living in Oxfordshire.

   Mission Statement

   Oxford Against Cutting is a rights-based group working to help prevent female genital mutilation (FGM) of girls and women living in Oxfordshire.

   We believe in the personal integrity and dignity of the female body.

   Our mission is to:

   • Raise awareness.
   • Share information.
   • Develop projects to empower young people to champion anti-FGM initiatives.

    

5. HATS Training – From A Novice’s Perspective

   April 22, 2015 1:20 pm Leave a Comment

   I attended a Harrison Basic Accreditation Training Course  in the spring. The course took place at the beautiful Middle Aston House nestled in the picturesque Oxfordshire Countryside.

   I am not a HR specialist my background is firmly rooted in marketing. I now run my own IT & Marketing Consultancy business. I have in the past been responsible for recruitment and in one role I had to recruit an entire marketing department after a relocation and an acquisition left us 8 members of staff down.

   I understand the pressures of writing job descriptions, endless calls from recruitment agencies, trawling through CV’s, shortlisting and interviewing while also ‘doing your day job’.

   I wanted to attend the course partly driven by my desire to learn more about myself and partly because how can 2.2 million people worldwide be wrong. Some of the biggest names in the industry subscribe to Harrison. What do they know that I don’t?

   The preparation for the course involved completing the Smartquestionnaire™. Which is a report based on Paradox Theory. The report focuses on 12 paradoxes that relate to the workplace. It provides a view of your tendencies (human traits and behavioral competencies) related to each of the 12 paradoxes. I found the report fascinating and an accurate overview of how I behave in the workplace and under stress. Pat talked me through my report and I found her feedback positive, accurate and intuitive.

   The report was the catalyst for me, they are onto something here. The questionnaire took 30 minutes to answer and I’m presented with a report that I would confidently describe as ‘me’. So how does me knowing myself better help me recruit and retain the right staff for my business?

   The answer is beautifully simple, Harrison allows you to map human traits and behavioral competencies against Job Success Formula’s and Key Performance Indicators. You can then get an overview of a candidate suitability and eligibility for a particular job role. You will know before you interview which candidates are best suited for your job role. In a nut shell you’ve got some hard evidence that they are worth looking at and would fit into the culture of your organization before you interview. You can also tailor your interview questions more effectively to really get to know your candidates.

   You can also use Harrison to develop existing teams and manage the talent pipeline. Harrison allows you to set up career planning systems to keep the talented people in your organisation in your organization. It helps with team building, a talented executive board is not an effective board if the individuals within it cannot work as a team.

   After 3 days of intensive but enjoyable training I left clutching my certificate in ‘Basic Accreditation for Recruitment and Employee Development’ 4 weeks later we need to recruit a Project Manager for a global company and  we are selecting candidates for interview through Harrison. We cannot afford to get this appointment wrong.

   Emma Bailey

   Director EBC Consulting Ltd