Job Success Formulas (JSF) Flashcards
7 cards from real Harrison Assessment Tests practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Job Success Formulas (JSF) flashcards as text
In Harrison Assessments, what does a 'paradox' in a JSF indicate about a candidate's traits?
Answer: Two opposing traits are both strong, creating a behavioral tension
A paradox occurs when two contrasting traits (e.g., assertiveness and warmth) are both highly present, which can create internal conflict but also versatility.
Which JSF component specifically measures how much a person enjoys tasks that are central to their role?
Answer: Task Enjoyment
Task Enjoyment assesses whether the candidate naturally enjoys the specific tasks required by the job, which predicts engagement and performance.
A candidate scores high on 'Frankness' and low on 'Diplomacy' in a Harrison JSF. What is the likely implication?
Answer: They may communicate bluntly, which can damage relationships in team-oriented roles
High Frankness with low Diplomacy suggests direct communication that may lack tact, which can be a detriment in roles requiring sensitive interpersonal interaction.
How does Harrison Assessments define 'eligibility' within the JSF framework?
Answer: Skills, experience, and qualifications required to perform job tasks
Eligibility in Harrison's framework refers to the hard qualifications — skills, education, and experience — needed to perform the role.
In the Harrison JSF, which score type best predicts long-term employee retention?
Answer: Suitability score, because it reflects enjoyment and engagement alignment
Suitability predicts retention because employees who enjoy their work and fit the role's behavioral demands are less likely to leave.
When building a JSF for a sales role, which trait pairing would most likely appear as essential for success?
Answer: Assertiveness and Persistence
Sales success typically requires assertiveness to close deals and persistence to handle rejection, making this pairing central to a sales JSF.
What distinguishes a Harrison JSF from a traditional competency model?
Answer: JSF links specific traits to measurable job outcomes using validity research
Harrison JSFs are grounded in empirical validity research that connects behavioral traits directly to job performance outcomes, unlike generic competency frameworks.