Harrison Assessment Tests Suitability vs. Eligibility 2 — Questions and Answers
Question 1: A candidate has 10 years of accounting experience but consistently avoids taking initiative. In Harrison terms, which dimension does the avoidance of initiative affect?
- Eligibility, because initiative is a technical skill
- Suitability, because initiative is a behavioral trait (Correct answer)
- Both equally, since initiative drives task completion
- Neither, because initiative is measured separately from both
Correct answer: Suitability, because initiative is a behavioral trait
Avoidance of initiative reflects a behavioral tendency, which falls under suitability rather than eligibility.
Question 2: Which of the following is the PRIMARY reason organizations use suitability data alongside eligibility data?
- To meet legal compliance requirements for hiring
- To predict long-term job satisfaction and performance beyond what credentials reveal (Correct answer)
- To replace structured interviews entirely
- To rank candidates by years of experience
Correct 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.
Question 3: 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?
- Eligibility
- Suitability (Correct answer)
- Competency mapping
- Skills inventory
Correct answer: Suitability
Enjoyment of work tasks is a preference-based behavioral indicator, which is a core component of suitability.
Question 4: A job posting requires a PMP certification and 5 years of project management experience. These requirements primarily screen for which dimension?
- Suitability
- Eligibility (Correct answer)
- Cultural alignment
- Behavioral fit
Correct answer: Eligibility
Certifications and years of experience are measurable qualifications that define eligibility for the role.
Question 5: 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:
- Eligibility deficit
- Suitability mismatch (Correct answer)
- Competency gap
- Credential shortage
Correct answer: Suitability mismatch
A mismatch between a candidate's behavioral preferences and job requirements is a suitability issue.
Question 6: Which scenario represents an eligibility gap rather than a suitability gap?
- A candidate dislikes repetitive tasks but applies for a data-entry role
- A candidate lacks the required nursing license for a healthcare position (Correct answer)
- A candidate prefers low-stress environments but applies for an ER physician role
- A candidate avoids conflict but is applying for a negotiation-heavy job
Correct 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.
Question 7: Harrison Assessments are described as 'paradox technology' because they identify behavioral paradoxes. Which dimension do these paradoxes primarily inform?
- Eligibility
- Suitability (Correct answer)
- Technical skills verification
- Reference checking
Correct answer: Suitability
Behavioral paradoxes—such as being assertive but also diplomatic—are suitability indicators that reveal nuanced workplace tendencies.
Harrison Assessment Tests Suitability vs. Eligibility 2
A candidate has 10 years of accounting experience but consistently avoids taking initiative.
In Harrison terms, which dimension does the avoidance of initiative affect?