Harrison Assessment Tests Talent Acquisition Applications 4 — Questions and Answers
Question 1: An applicant for a sales role scores low on 'Frankness' in the Harrison questionnaire. What potential concern does this raise for the hiring team?
- The candidate may struggle to give direct, honest feedback to clients and colleagues (Correct answer)
- The candidate is likely to be too aggressive in closing deals
- The candidate will probably avoid teamwork opportunities
- The candidate is unlikely to meet administrative reporting requirements
Correct answer: The candidate may struggle to give direct, honest feedback to clients and colleagues
Low Frankness suggests a candidate may avoid direct communication or honest dialogue, which can hinder client relationships and internal collaboration in sales-driven roles.
Question 2: When using Harrison Assessments for high-volume entry-level hiring, the most efficient workflow is to:
- Conduct in-person interviews first, then administer the assessment as a final check
- Administer the assessment early to quickly rank large applicant pools by suitability (Correct answer)
- Use only the eligibility module and skip suitability scoring to save time
- Manually review every questionnaire response without automated scoring
Correct answer: Administer the assessment early to quickly rank large applicant pools by suitability
Administering the assessment early in the funnel allows automated suitability ranking to reduce the large pool before costly interview stages begin.
Question 3: The Harrison Assessments 'Enjoyment Performance Theory' is based on the principle that:
- Employees perform best when financially incentivized regardless of task preference
- People naturally perform better at tasks they genuinely enjoy doing (Correct answer)
- Performance is determined primarily by educational background
- Job satisfaction is unrelated to individual task preferences
Correct answer: People naturally perform better at tasks they genuinely enjoy doing
Enjoyment Performance Theory posits that intrinsic enjoyment of tasks predicts sustained performance, making it the foundation for Harrison's enjoyment-based questionnaire design.
Question 4: A talent acquisition specialist wants to validate that their Harrison benchmark is predictive for a customer service role. Which validation method is most appropriate?
- Comparing benchmark scores to employee tenure length only
- Correlating assessment scores with customer satisfaction ratings and manager performance reviews (Correct answer)
- Using peer nominations as the sole performance criterion
- Benchmarking against scores from roles in unrelated industries
Correct answer: Correlating assessment scores with customer satisfaction ratings and manager performance reviews
Criterion-related validity requires correlating assessment scores with objective performance outcomes specific to the role, such as customer satisfaction metrics and performance appraisals.
Question 5: Which Harrison Assessment trait is most directly relevant to predicting a candidate's ability to follow through on commitments without supervision?
- Diplomacy
- Accountability (Correct answer)
- Warmth
- Analytical Thinking
Correct answer: Accountability
Accountability in the Harrison framework reflects an individual's tendency to take personal responsibility for outcomes and follow through reliably, making it a key predictor of autonomous performance.
Question 6: When a Harrison Assessment report shows a candidate in the 'Caution' range for a key role requirement, HR should:
- Automatically disqualify the candidate from consideration
- Document the gap and design interview questions to probe that specific behavior (Correct answer)
- Disregard it if the overall suitability score is above 70%
- Adjust the benchmark to accommodate the candidate's score
Correct answer: Document the gap and design interview questions to probe that specific behavior
A Caution range rating signals a potential performance gap that warrants deeper behavioral exploration through targeted interview questions, not automatic disqualification.
Question 7: Under US employment law, which characteristic makes Harrison Assessments legally defensible for use in hiring?
- The assessment is proprietary and not subject to EEOC review
- It is validated for job-relatedness and applied consistently to all applicants (Correct answer)
- Candidates cannot legally challenge behavioral assessment results
- The vendor indemnifies the employer against all discrimination claims
Correct answer: It is validated for job-relatedness and applied consistently to all applicants
EEOC guidelines require that pre-employment assessments be demonstrably job-related and applied consistently; Harrison's validation framework and uniform application support legal defensibility.
Harrison Assessment Tests Talent Acquisition Applications 4
An applicant for a sales role scores low on 'Frankness' in the Harrison questionnaire.
What potential concern does this raise for the hiring team?