Most behavioural assessments are fairly easy to cheat, especially for people who have taken a number of behavioural assessments. (Behavioural assessments are becoming more and more common.) However, The Harrison Suitability Assessment overcomes this problem by using four different highly effective methods that prevent and detect deception. The Harrison test authentication methods include ranking, preference focus, paradox methodology and technological lie detection.
We use an "ipsative questionnaire" method in which the person completing the questionnaire ranks groups of eight items on the questionnaire. This ranking process is in contrast to self-rated questionnaires in which the person rates themselves on various items. Extensive research has shown that ipsative questionnaires are significantly better at reducing deception and issues of social desirability. (Note that although the Harrison questionnaire is ipsative, the assessment is also normative.)
The Harrison Questionnaire focuses on work preferences which are used to create a mutually fulfilling employment relationship. The persons taking the questionnaire know that the results will used to help them achieve job satisfaction and the right role in the company. Consequently, there is significantly great incentive to give honest answers. The Harrison "two-way" assessment offers the opportunity to express personal employment needs and issues that will lead to a mutually satisfying employment relationship. In contrast, personality tests are "one way" assessments designed only to evaluate the person's personality for the company and therefore, persons completing the questionnaire have a high higher significantly incentive to give what they consider to be the best answers.
The Harrison Paradox Theory states that any trait can be either positive or negative depending upon other complementary traits. Through this analysis we can determine if the trait is a success trait or a "derailer". Our analysis of job suitability is dependent on the relationships between the person's answer rankings rather individual rankings themselves. These relationships are completely unknown to the persons completing the questionnaire and consequently the results are nearly impossible for them to predict.
The Harrison system uses a highly sophisticated technological solution that conducts over 500,000 calculations. It detects the level of authenticity of answers and can pinpoint areas of deception. In addition, it can determine the degree to which the person was paying attention when completing the questionnaire. We do not elaborate on the details of how this is done in order to preserve the effectiveness of this method.
In addition to all the above, we provide interviewing questions and interview tools that prevent and detect deception. HR professionals are trained to use these tools to elicit honest and genuine dialogue during the interview.
With all these methods combined, attempts to deceive are greatly reduced and it is extremely rare that any deception would be successful.