Harrison Assessment Tests Traits and Competencies 3 — Questions and Answers
Question 1: How does the Harrison Assessment differentiate itself from traditional personality tests in organizational settings?
- It uses forced-choice items that prevent faking
- It directly links traits to job-relevant competencies via a traits-to-competencies framework (Correct answer)
- It measures only cognitive ability, not personality
- It relies on peer ratings rather than self-report
Correct answer: It directly links traits to job-relevant competencies via a traits-to-competencies framework
Harrison directly maps assessed traits to specific job competencies, making results immediately applicable to role fit rather than just describing personality.
Question 2: A hiring manager uses a Harrison Assessment and sees a low score on 'Takes Initiative.' Which competency area is most likely to be impacted?
- Teamwork
- Self-Management
- Leadership Potential (Correct answer)
- Communication
Correct answer: Leadership Potential
Taking Initiative is a core driver of Leadership Potential in the Harrison framework, as leaders must act proactively without always being directed.
Question 3: In Harrison's model, what does a high score on 'Wants Opportunity for Advancement' primarily indicate about an employee?
- They are likely to leave for competitors frequently
- They are motivated by growth and career progression opportunities (Correct answer)
- They prioritize salary over all other factors
- They will underperform in roles with limited promotion paths
Correct answer: They are motivated by growth and career progression opportunities
A high score signals strong intrinsic motivation tied to career growth, which predicts engagement when advancement opportunities exist.
Question 4: Which Harrison Assessment competency covers the ability to adapt communication style to different audiences effectively?
- Influencing Others
- Communication Versatility (Correct answer)
- Interpersonal Skills
- Diplomacy
Correct answer: Communication Versatility
Communication Versatility is the specific Harrison competency that measures adapting one's communication style to suit different people and contexts.
Question 5: What is the primary purpose of the 'Paradox Graph' in a Harrison Assessment report?
- To rank candidates against norm groups
- To show which traits are too strong or too weak relative to their balancing counterparts (Correct answer)
- To identify cognitive strengths and weaknesses
- To predict which job families a candidate is suited for
Correct answer: To show which traits are too strong or too weak relative to their balancing counterparts
The Paradox Graph visualizes where traits are imbalanced—either overused without their counterpart or underused—creating potential behavioral derailers.
Question 6: In Harrison's competency framework, 'Accountability' is primarily associated with which underlying trait?
- Optimism
- Responsibility (Correct answer)
- Assertiveness
- Persistence
Correct answer: Responsibility
Accountability maps to the Responsibility trait—the degree to which a person owns their actions, results, and obligations.
Question 7: A Harrison Assessment profile shows high 'Self-Improvement' but low 'Wants Recognition.' What does this combination most likely predict?
- Low ambition and poor performance motivation
- Intrinsically motivated learner who doesn't depend on external validation (Correct answer)
- High risk of burnout due to perfectionism
- Difficulty working within team environments
Correct answer: Intrinsically motivated learner who doesn't depend on external validation
High Self-Improvement with low Wants Recognition suggests intrinsic motivation—growing for personal mastery rather than external approval.
Harrison Assessment Tests Traits and Competencies 3
How does the Harrison Assessment differentiate itself from traditional personality tests in organizational settings?