Harver helps companies evaluate applicants on key skills and competencies important for the job. Harver’s Learning Agility assessment evaluates someone’s ability and willingness to take action and learn in new situations. This is important as individuals today are expected to be flexible with the ever- growing needs of organizations. Individuals who are learning agile are able to quickly and accurately determine the best course of action when the “right” answer is not readily apparent. Throughout the assessment you will answer a number of statements, each measuring one of nine learning agility dimensions. In addition you will complete a Personality questionnaire where certain personality dimensions related to learning agility will be evaluated. Based on your responses the assessment provides and indication of your likely approach to adapting to changing environments, developing innovative solutions as well as making valuable decisions on the spot.
Each assessment you go through have been found to help measure key aspects important to the job. It’s important to note that your assessment results will be reviewed in combination with multiple sources of information submitted in your application, and serve as only one data point to help companies better understand your potential fit for the job.
The results from the Learning Agility assessment are broken down into the 9 learning agility dimensions as well as 4 personality dimensions. The scores are shown on a norm referenced scale from 0-100% where 50% is the average score and most people score between 30-70%. That said, you will receive a score between 0-100% depending on your responses.
If you have any questions about your results or application process you can reach out to the point of contact at the company you are applying to.
Learning Agility Dimensions
Results are broken down into specific dimensions which all together make up a learning agile individual.
Energy / Power
The energy and power of moving quickly and flexibly.
Speed: Acting on ideas quickly so that those not working are discarded and other possibilities are accelerated.
Flexibility: Being open to new ideas and proposing new solutions.
Focus areas that contribute to active learning in real time.
Experimenting: Trying out behaviors (i.e. approaches, ideas) to determine what is effective.
Performance risk taking: Seeking new activities (i.e., tasks, assignments, roles) that provide opportunities to be challenged.
Interpersonal risk taking: Discussing differences with others in ways that lead to learning and change.
Collaborating: Finding ways to work with others that generate unique opportunities for learning.
Information gathering: Using various methods to remain current in one’s area of expertise.
Feedback seeking: Asking others for feedback on one’s ideas and overall performance.
Reflecting: Slowing down to evaluate one’s own performance in order to be more effective.
Someone’s preference and disposition to certain behavior has a positive impact on being Learning Agile. Having insights in these provides a more complete understanding of someone's learning style. Read in-depth about personality results here.
Imaginative: The tendency to be curious and open to the unfamiliar.
Compromising: The tendency to strive for consensus, and be mild and diplomatic in relation to others.
Hard-Working: The tendency to be disciplined, organized and deliberate.
Thick-Skinned: The tendency to be tough, carefree and fearless.