Suitability vs. Eligibility 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 Suitability vs. Eligibility flashcards as text
A candidate has 10 years of accounting experience but consistently avoids taking initiative. In Harrison terms, which dimension does the avoidance of initiative affect?
Answer: Suitability, because initiative is a behavioral trait
Avoidance of initiative reflects a behavioral tendency, which falls under suitability rather than eligibility.
Which of the following is the PRIMARY reason organizations use suitability data alongside eligibility data?
Answer: To predict long-term job satisfaction and performance beyond what credentials reveal
Suitability data predicts whether a candidate will thrive behaviorally in a role, which credentials alone cannot capture.
In the Harrison model, 'enjoyment performance theory' suggests that people perform best when they enjoy their work. Which dimension does 'enjoyment' most directly relate to?
Answer: Suitability
Enjoyment of work tasks is a preference-based behavioral indicator, which is a core component of suitability.
A job posting requires a PMP certification and 5 years of project management experience. These requirements primarily screen for which dimension?
Answer: Eligibility
Certifications and years of experience are measurable qualifications that define eligibility for the role.
Two candidates are equally eligible for a sales role. The Harrison Assessment reveals one strongly prefers working autonomously while the role requires constant team collaboration. This gap is best described as a:
Answer: Suitability mismatch
A mismatch between a candidate's behavioral preferences and job requirements is a suitability issue.
Which scenario represents an eligibility gap rather than a suitability gap?
Answer: A candidate lacks the required nursing license for a healthcare position
A missing required license is a qualification deficit, which is an eligibility gap.
Harrison Assessments are described as 'paradox technology' because they identify behavioral paradoxes. Which dimension do these paradoxes primarily inform?
Answer: Suitability
Behavioral paradoxes—such as being assertive but also diplomatic—are suitability indicators that reveal nuanced workplace tendencies.