Harrison Assessment Tests Harrison Assessment Retention 4 — Questions and Answers
Question 1: A Harrison Assessment report compares a candidate's profile against a 'success benchmark' for a role. What retention insight does this provide?
- It shows how quickly the candidate can be promoted
- It predicts whether the candidate's preferences align with what the job actually requires, affecting long-term satisfaction (Correct answer)
- It calculates the candidate's expected salary trajectory
- It identifies the candidate's preferred management style
Correct answer: It predicts whether the candidate's preferences align with what the job actually requires, affecting long-term satisfaction
Benchmark alignment indicates how well a candidate's behavioral preferences match proven success patterns in the role, which Harrison's research ties directly to retention.
Question 2: In Harrison's model, which employee type is hardest to retain despite receiving excellent performance reviews?
- Employees who are average performers but highly engaged
- Employees who perform well but experience low enjoyment in daily tasks (Correct answer)
- Employees who score high on teamwork but prefer solo projects
- Employees with high technical skills and low interpersonal scores
Correct answer: Employees who perform well but experience low enjoyment in daily tasks
High performers with low enjoyment are systematically underidentified as flight risks because their performance masks underlying dissatisfaction visible only in Harrison data.
Question 3: Harrison Assessments distinguish between 'eligibility' and 'suitability' to support retention analytics. Suitability differs from eligibility in that it measures:
- Whether the employee has the required certifications
- How well the employee's behavioral tendencies match the job's demands (Correct answer)
- Whether the employee meets minimum educational requirements
- How many years of experience the employee has in the field
Correct answer: How well the employee's behavioral tendencies match the job's demands
Eligibility covers qualifications and experience, while suitability measures behavioral fit — and it is suitability, not eligibility, that Harrison's model links to retention.
Question 4: According to Harrison Assessment research, what is the most common reason that 'eligible' but 'unsuitable' employees leave within the first year?
- Compensation below market rate
- Conflict with coworkers
- Daily task requirements that conflict with their behavioral preferences (Correct answer)
- Lack of technical training resources
Correct answer: Daily task requirements that conflict with their behavioral preferences
Early attrition of eligible-but-unsuitable hires is most frequently traced to behavioral friction — the daily experience of a poor fit overwhelms the appeal of the compensation package.
Question 5: A Harrison Assessment 'engagement' score reflects:
- The number of projects an employee participates in
- The degree to which an employee's behavioral traits align with the activities their role requires (Correct answer)
- An employee's satisfaction with their manager's leadership style
- The frequency with which an employee attends optional company events
Correct answer: The degree to which an employee's behavioral traits align with the activities their role requires
Harrison's engagement score is a behavioral alignment metric — it rises when daily role activities match the employee's preference profile, directly supporting retention.
Question 6: Which scenario best demonstrates how Harrison Assessments can reduce flight risk for high-potential employees?
- Using scores to deny promotions to employees with paradox flags
- Identifying behavioral preferences and designing tailored development plans that align with those preferences (Correct answer)
- Requiring all employees to retake the assessment annually
- Sharing individual scores with teammates to foster transparency
Correct answer: Identifying behavioral preferences and designing tailored development plans that align with those preferences
Tailoring development plans to behavioral preferences increases task enjoyment and perceived growth, both of which Harrison's model identifies as key retention levers.
Question 7: In a Harrison Assessment debrief, a manager learns that a strong contributor scores low on 'appreciation of structure.' The role is heavily process-driven. What is the most likely outcome if no action is taken?
- The employee will adapt over time and learn to appreciate structure
- The employee's performance will immediately decline
- The employee will experience increasing frustration, elevating turnover risk (Correct answer)
- The employee will seek a supervisory position to gain control
Correct answer: The employee will experience increasing frustration, elevating turnover risk
A persistent mismatch between a low structure-preference score and a highly structured role creates ongoing behavioral friction that Harrison's research consistently links to voluntary attrition.
Harrison Assessment Tests Harrison Assessment Retention 4
A Harrison Assessment report compares a candidate's profile against a 'success benchmark' for a role.
What retention insight does this provide?