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
Harrison Assessments' JSF is built on the premise that enjoyment and performance are linked. Which research concept underpins this?
Answer: Intrinsic motivation theory, where internally driven tasks produce higher quality and sustained output
Harrison's model draws on intrinsic motivation research showing that genuine enjoyment of tasks leads to better performance than external incentives alone.
A JSF for a customer service role weights 'Warmth' and 'Patience' as critical traits. A candidate scores high on Warmth but average on Patience. How should this be interpreted?
Answer: A partial fit — strong in relationship-building but may struggle during high-volume or difficult interactions
Partial alignment with a JSF indicates areas of strength and risk; the candidate may excel in normal interactions but struggle when patience is most tested.
Which best describes the difference between 'hard skills eligibility' and 'behavioral suitability' in the Harrison JSF?
Answer: Eligibility confirms what a candidate can do; suitability predicts how they will behave and engage doing it
Eligibility and suitability are complementary dimensions: one ensures the candidate can do the job, while the other predicts whether they will thrive doing it.
In Harrison's JSF system, what is the significance of identifying 'essential' versus 'desired' traits?
Answer: Essential traits are non-negotiable for minimum job performance; desired traits enhance but are not required for success
Differentiating essential from desired traits allows the JSF to flag critical gaps while not penalizing candidates for lacking supplementary qualities.
How does the Harrison JSF help reduce unconscious bias in hiring decisions?
Answer: By grounding decisions in empirically validated behavioral criteria rather than subjective impressions
Structured, validated behavioral criteria reduce the influence of a hiring manager's gut feelings or demographic biases by focusing on job-relevant traits.
What happens when a candidate's JSF results show an 'overqualification' risk?
Answer: Traits like high autonomy need or task complexity preference suggest the role may not engage them long-term
Overqualification risk in JSF terms means the role may not sufficiently challenge or engage the candidate's behavioral preferences, increasing turnover risk.
A company wants to build a JSF for a newly created role with no performance history. What is the recommended Harrison approach?
Answer: Model the JSF on a similar validated role and refine it using performance data once employees are hired
Harrison recommends using a comparable, validated role as the starting template, then iteratively refining the JSF as real performance data accumulates.