Harrison Assessment Tests Harrison Assessment Behavioral 3 — Questions and Answers
Question 1: Harrison Assessments use an 'Enjoyment Performance Theory.' What is the core premise of this theory?
- People perform best when financially rewarded
- People perform best at tasks they genuinely enjoy (Correct answer)
- Cognitive skills predict performance more than behavior
- Managers drive performance through supervision
Correct answer: People perform best at tasks they genuinely enjoy
Enjoyment Performance Theory holds that sustained high performance is most reliably predicted by genuine enjoyment of the work itself.
Question 2: A Harrison Assessment report shows an employee scores 9 on 'Frankness' and 2 on 'Diplomacy.' What interpersonal risk does this pattern suggest?
- They will avoid giving feedback to peers
- They may deliver honest feedback in ways that damage relationships (Correct answer)
- They will struggle to meet deadlines
- They will be overly compliant with authority
Correct answer: They may deliver honest feedback in ways that damage relationships
Very high frankness with very low diplomacy can lead to blunt communication that alienates colleagues even when the feedback itself is accurate.
Question 3: Which of the following BEST describes how Harrison Assessments reduce adverse impact compared to cognitive ability tests?
- They only assess job-specific technical skills
- Behavioral and preference data show smaller group-score disparities than IQ-type tests (Correct answer)
- They exclude demographic questions entirely
- They use fixed passing scores for all roles
Correct answer: Behavioral and preference data show smaller group-score disparities than IQ-type tests
Research shows behavioral assessments typically produce smaller subgroup differences than cognitive tests, reducing disparate impact under EEOC guidelines.
Question 4: In the Harrison Assessment system, 'Task Preferences' and 'Interpersonal Preferences' together make up which component?
- The Paradox Report
- The Work Preference Inventory (WPI) (Correct answer)
- The Cognitive Aptitude Section
- The Values and Motivation Index
Correct answer: The Work Preference Inventory (WPI)
The Work Preference Inventory organizes all preferences into task-oriented and interpersonal-oriented categories to create a complete preference profile.
Question 5: A hiring manager is reviewing Harrison Assessment eligibility scores for a customer success role. Candidate A scores 78% and Candidate B scores 52%. According to Harrison's framework, what does this difference primarily reflect?
- Candidate A is smarter than Candidate B
- Candidate A's traits are a better behavioral fit for the role's success factors (Correct answer)
- Candidate B answered dishonestly
- Candidate A has more work experience
Correct answer: Candidate A's traits are a better behavioral fit for the role's success factors
Eligibility scores in Harrison reflect the alignment between a candidate's behavioral profile and the validated success traits required for that specific role.
Question 6: Which Harrison Assessment behavior trait most strongly predicts an individual's likelihood to proactively identify and solve problems without being asked?
- Warmth
- Initiative (Correct answer)
- Consistency
- Cautiousness
Correct answer: Initiative
Initiative is the Harrison trait that measures a person's drive to act proactively rather than waiting for direction.
Question 7: On the Harrison Assessment, 'Enjoys Influencing Others' is classified under which preference category?
- Task Preferences
- Interpersonal Preferences (Correct answer)
- Environmental Preferences
- Cognitive Preferences
Correct answer: Interpersonal Preferences
Influencing others is a social, relationship-based activity and therefore falls under Interpersonal Preferences in the WPI framework.
Harrison Assessment Tests Harrison Assessment Behavioral 3
Harrison Assessments use an 'Enjoyment Performance Theory.' What is the core premise of this theory?