Better Talent Decisions Better Performance

Better Talent Insights helps you make data-driven people decisions — across recruitment, internal development, and succession planning. 

We combine behavioral science, real-world consulting, and powerful assessment tools like Harrison to help you hire with confidence, promote wisely, and retain top performers. 

We use the Harrison Assessments Talent Solution as our core analytics engine. 
For deeper or more senior evaluations, we use our 3 Pillars of Potential (3PP) model, which assesses: 
- Job Fit Potential (based on role alignment and behavioral suitability) 
- Leadership Potential (readiness to lead, based on leadership and emotional intelligence competencies) 
- Growth Potential (adaptive capacity, growth mindset and learning agility for long-term development) 
All of this is interpreted in the context of a person’s Employment and Engagement Expectations, giving a full picture of role and culture fit. 

Eligibility tells you if someone could do the job — based on education, experience, and technical qualifications. 

Suitability tells you if they will thrive in the job — based on behaviour, motivation, preferences, and emotional intelligence. 

The challenge in traditional hiring is that people are often hired for Eligibility… and fired for Suitability. 

At Wide Circle, we believe both matter. That’s why we help you assess Eligibility and Suitability together — so your hiring decisions are predictive, balanced, and robust. 

The Harrison JSF allows you to create a weighted, role-specific benchmark by combining: 

• Eligibility factors (e.g. education, years of experience, certifications) 

• Suitability traits (e.g. interpersonal behaviours, motivation, work style) 

• Quantitative Critical Thinking scores (if required) 

• Structured Interview results 

Each component can be assigned its own weighting based on what success looks like in your context. 

This flexibility means you can prioritise Eligibility for highly technical roles (e.g. airline pilots, surgeons), or Suitability for roles where soft skills and culture fit are more critical. 

Yes. In most integrated systems — such as LinkedIn, Beamery, or applicant tracking tools — Harrison’s Suitability scores are typically the data point that’s pulled through for candidate comparison and progress tracking. 

We also support API-based integrations with enterprise HR systems like SAP SuccessFactors, Workday, or Oracle, enabling seamless use of Harrison within larger workflows. 

In both cases, Harrison often serves as the human insight layer — balancing the Eligibility screening done by AI or CV parsing tools. 

This ensures your decisions don’t rely on keywords alone, but include what really matters: performance potential, behaviour under pressure, and long-term fit. 

Most popular tools like DISC, Insights Discovery, or MBTI are great for self-awareness — but they weren’t designed for predicting job success. 
Harrison is different. It’s job-specific, validated, and predictive. It also goes deeper through Paradox Theory, allowing you to understand both strength and imbalance — especially under pressure. 
You can find a full comparison of assessment tools on our website. 

Yes. For clients who need it, we can offer a classic Big Five Personality Profile alongside our Harrison system. 
We also offer the Quantitative Critical Thinking (QCT) assessment, ideal for roles requiring numerical reasoning or cognitive agility. Unlike generic IQ tests, the QCT is tailored to job requirements and delivers job-relevant insights — enhancing legal defensibility and candidate experience. 

We do not use AI to make automated hiring decisions. In fact, the EU AI Act explicitly cautions against using AI as the sole basis for recruitment decisions. Independent studies have shown that AI — especially in early screening — can unintentionally compound unconscious bias. 

 
Our tools are human-centric, supporting — not replacing — good judgment. We use data to complement what AI can’t see: behavioral alignment, motivation, and long-term fit. 

Absolutely. 
Most clients start with hiring, then expand to: 
- Internal promotions 
- Development planning 
- Flight risk analysis 
- Team benchmarking 
- Succession pipeline mapping 

-Team Dynamics 
 
Better Talent Insights becomes your internal decision-support system. 

You can launch a pilot within 2–3 days. 
Full implementations or Assessment Centers take 1–2 weeks to set up depending on complexity. 
We move at your pace and provide full support throughout.