Harrison Assessment Tests Suitability vs. Eligibility 5 — Questions and Answers
Question 1: A manager wants to use Harrison data to design a development plan for a high-performing employee who is eligible for promotion. Which dimension should guide the development plan content?
- Eligibility, to identify credential gaps for the new role
- Suitability, to identify behavioral strengths and growth areas for the new role (Correct answer)
- Both equally, starting with suitability then moving to eligibility
- Neither; development plans should use 360-degree feedback only
Correct answer: Suitability, to identify behavioral strengths and growth areas for the new role
Suitability data reveals behavioral strengths and areas of growth that inform a meaningful development plan for the next role.
Question 2: Harrison Assessments use a multi-trait, multi-method approach. Which of the following pairs correctly maps to the right dimensions?
- Work history and certifications = suitability; personality traits = eligibility
- Work history and certifications = eligibility; personality traits = suitability (Correct answer)
- Both work history and personality traits = eligibility
- Both certifications and personality traits = suitability
Correct answer: Work history and certifications = eligibility; personality traits = suitability
Work history and certifications measure eligibility, while personality traits and behavioral preferences measure suitability.
Question 3: Which of these competencies would Harrison classify as a suitability indicator rather than an eligibility indicator?
- Bilingual in Spanish and English
- Tendency to persist through setbacks (Correct answer)
- Holding a Series 7 license
- Five years of retail management experience
Correct answer: Tendency to persist through setbacks
Persistence through setbacks is a behavioral tendency, which is a suitability indicator in Harrison's framework.
Question 4: A recruiter is told to prioritize suitability over eligibility for a role that provides on-the-job training for all technical skills. What does this approach assume?
- Technical skills cannot be learned after hiring
- Behavioral fit is harder to develop than technical skills and therefore more critical at hire (Correct answer)
- Eligibility criteria are irrelevant for all entry-level positions
- Suitability scores are always more reliable than eligibility scores
Correct answer: Behavioral fit is harder to develop than technical skills and therefore more critical at hire
When technical skills can be trained, behavioral fit becomes the primary differentiator because suitability traits are harder and slower to change.
Question 5: In Harrison's model, which type of information would appear in a 'job success analysis' used to define suitability benchmarks?
- The minimum GPA required from candidates
- The behavioral traits observed in top performers in similar roles (Correct answer)
- The number of years of experience required for the position
- The salary band and benefits package for the role
Correct answer: The behavioral traits observed in top performers in similar roles
A job success analysis identifies behavioral patterns of high performers, forming the suitability benchmark for future candidate evaluation.
Question 6: A candidate's Harrison Assessment shows strong 'diplomacy' but low 'assertiveness.' The target role requires frequent negotiation. Which dimension is most relevant to evaluate here and why?
- Eligibility, because negotiation is a technical skill verified by past job titles
- Suitability, because the balance of diplomacy and assertiveness is a behavioral trait affecting role fit (Correct answer)
- Both equally, because negotiation involves credentials and behavior
- Neither, because Harrison does not measure communication-related traits
Correct answer: Suitability, because the balance of diplomacy and assertiveness is a behavioral trait affecting role fit
The interplay of diplomacy and assertiveness is a behavioral paradox that suitability data captures to predict negotiation effectiveness.
Question 7: When a Harrison Assessment report flags a candidate with a 'caution' rating, this most likely means:
- The candidate's credentials could not be verified
- The candidate's behavioral profile significantly mismatches the role's suitability requirements (Correct answer)
- The candidate scored below average on cognitive ability tests
- The candidate has a gap in employment history
Correct answer: The candidate's behavioral profile significantly mismatches the role's suitability requirements
A caution rating in Harrison typically signals meaningful behavioral misalignment between the candidate's suitability profile and the role's requirements.
Harrison Assessment Tests Suitability vs. Eligibility 5
A manager wants to use Harrison data to design a development plan for a high-performing employee who is eligible for promotion.
Which dimension should guide the development plan content?