Methodology Proposal for Selecting Captain Candidates Using Harrison Assessments Talent Solution (HATS)

This document outlines a comprehensive, data-driven methodology for identifying and selecting the most suitable captain candidates using the Harrison Assessments Talent Solution (HATS). The process is structured around five key steps, utilizing customized behavioral data and targeted reporting.

Step 1: Establishing the Baseline – "Job Success Formula - Suitability Traits" The first step in the selection process is to define the behavioral requirements for the role by creating a "Job Success Formula" specific to the Airline Captain Pilot Candidate. This formula acts as the benchmark against which all candidates will be compared and is divided into specific criteria. Depending on the organization's unique requirements, this profile can be built from scratch or developed by customizing existing templates.

The Suitability section evaluates attitudes, motivations, task preferences, interests, and work environment preferences, categorizing them into three main areas:

• Essential Traits: Critical behaviors required for success, such as being Analytical, taking Initiative, and being Authoritative (willing to accept decision-making responsibility).

• Desirable Traits: Supportive behaviors, such as being Collaborative, Diplomatic, and Optimistic.

• Traits to Avoid: Inherently negative traits for the role that could hinder performance, such as being Blindly Optimistic, Authoritarian, or Impulsive.

Step 2: Candidate Data Entry – The SmartQuestionnaire Once the success formula is established, candidates enter the system by completing the Harrison SmartQuestionnaire (As noted in your process outline, this single 25-minute questionnaire measures 175 workplace factors and generates the data needed for all subsequent reports, eliminating the need for multiple separate assessments and saving both time and resources).

Step 3: Individual Assessment – "Behavioral Success Analysis" After the questionnaire is completed, a "Behavioral Success Analysis" report is generated for each individual. This report compares the candidate's preferred behaviors against the proven success factors defined in Step 1 to provide valuable insights into their potential job satisfaction and success.

The analysis breaks down the candidate's tendencies into:

• Success Traits: Factors like Pressure Tolerance and Wants Challenge, where higher scores indicate a positive impact on performance.

• Traits that Can Hinder if Low: Factors such as Systematic thinking or Tolerance of Structure, which only negatively impact the candidate if their score falls below a certain threshold.

• Negative Traits that Can Hinder: Traits where the ideal score is zero, such as being Permissive or Defensive. The report highlights the range of impact using color-coded visuals (green for positive, yellow for moderate negative, and red for substantial negative impact).

Step 4: Targeted Interviewing – "Suitability Interview Guide" If the initial assessment indicates that an interview is necessary, the "Suitability Interview Guide" is utilized. This tool dynamically generates interview questions tailored to the specific candidate's suitability profile prioritizing the traits that have the greatest impact on job performance.

For example, it provides targeted questions to evaluate the candidate's desire to lead, willingness to face challenges, and ability to analyze pitfalls. Furthermore, it guides the interviewer on exactly what to "Look For" in the candidate's response and provides a standardized scoring rubric (ranging from 'Ideal' to 'Unacceptable') to calculate an objective interview score.

Step 5: Deeper Behavioral Evaluation – "Paradox Report" To support and deepen the evaluation process, the "Paradox Report" provides critical insights into the candidate's paradoxical behaviors—traits that appear contradictory but are actually synergistic.

This report measures 12 pairs of paradoxical traits (e.g., Frank vs. Diplomatic in communication). It reveals:

• Balanced Versatility: Genuine strengths where the candidate scores high in both complementary traits.

• Out-of-Balance Paradoxes: Areas where the candidate over-relies on one trait at the expense of another (e.g., relying on Warmth/Empathy without sufficiently Enforcing rules, leading to a "Permissive" management style).

• Flip Behavior: Crucial for high-stress roles like a Captain, the report identifies how a candidate might react emotionally under pressure. For instance, an overly permissive individual might 'flip' and suddenly become harsh or overly strict when stressed.

By integrating these five steps, the organization ensures a highly objective, efficient, and deeply analytical approach to identifying the captains who possess both the technical competence and the behavioral resilience essential for the role.

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