Thirty-five Harrison Assessments questionnaires were distributed to a sample population of employees in this particular position and 32 were completed. The supervisors gave each person who filled in the questionnaire a performance rating so that a correlation study between the Harrison Assessments suitability rating and the supervisor’s performance rating could be established. Employees were divided into good performers and poor performers. A cut-off point of 70% on the Harrison Assessments suitability score was used. A suitability score of 70% or above was considered to be a prediction of “good performance”, and a suitability score below 70% was considered to be a prediction of “poor performance”. Of the 32 employees, 22 were rated by the supervisors as good performers and 10 were rated by the supervisors as poor performers. Of the twenty-two good performers, 20 scored 70% or above on the Harrison Assessments customer service template (indicating a prediction of good performance). Of the 10 poor performers, 8 scored lower than 70% on the Harrison Assessments Customer service template (indicating a prediction of poor performance). Therefore, the Harrison Assessments template predicted correctly in 28 of the 32 employees - an 88% predictive accuracy.