The selection process:

Choosing the right fit for the right role is a mix of art and science

According to a Gallup poll, companies fail to choose the candidate with the right talent for the job a whopping 82% of the time. When you hire wrong, fixing it is virtually impossible, not to mention that the cost of each bad hire can easily be $100,000 or more.


Companies achieve growth targets through their people. Find the right people for the role, give them an environment in which to thrive, and the results can be directly correlated to your bottom line. John Harper's leadership assessment tools can help you interview and select the best talent for the role, the first time.

The importance of talent assessment:

Why a good person could be the wrong choice

People are not held back because of some elusive and mysterious weakness: they are held back because they are either deployed incorrectly or they inherently have the wrong behaviours or styles for the position.


Often people are promoted because they are doing well in their current role, but they don’t have the skills they need for the new role. For example, a high-performing sales person is not automatically promotable to sales manager. There are different skill sets required for each. A salesperson works autonomously and is often “the feet on the ground.” A sales manager requires working through others and managing others. The challenge becomes determining the attributes that are the building blocks for performance within that role.  


When a person is engaged in an activity that is natural, that person “fits”, and performance is consistent and repeatable. When the activity is not natural, that person is not operating in a sweet spot and performance is unsustainable, difficult and stressful. People who don’t fit can easily descend into dysfunction. With John Harper's employee assessment tools you can build a strong team with the skills to succeed in their roles. 

Why use employee assessment tools:

How to select high performers 

Traditional hiring processes don’t ensure the right fit for the right position. The default is to look for what you want, rather than what you need. But a person’s skill set is not necessarily the basis on which to determine suitability for a role.


Core behavioural tendencies such as the ability to learn, emotional intelligence, emotional balance, and interpersonal skills ultimately develop talent, but unless the person has the right “talent formula” for the job, no amount of training or experience will matter.


John Harper has a highly accurate approach to assess and identify targeted fit. It’s a complicated concept - but John has the expertise to decipher all the data points - the core needs and expectations of the role, understanding of the work environment, and measures of success for the position - and bring all aspects into rhythm. The art is in accurately predicting the candidate’s behaviours and natural talents that will take your business to where it needs to go.


The other half of the formula: the science lies in the top-of-market assessment tools John uses such as T.A.I.S., the Birkman Method, Hogan, and KF360. These assessments are highly validated and renowned for their accuracy, reliability and ability to accurately predict behaviour.

Building effective teams requires a mix of art and science with a dab of instinct. John’s structured approach (utilizing leading assessment tools like the Birkman, T.A.I.S. and Hogan), combined with his deep expertise in team dynamics and his eye for talent spotting has helped me immensely in building my “dream team.” I do not make a move without consulting John, whether it be hiring or firing. He has taken the time to get to know me and my team and provides me with thought-provoking guidance when I need it most.  

Sonya Lockyer, CEO

Canadian Addiction Treatment Centres (CATC)