Harrison Assessment Tests Job Success Formulas (JSF) Questions and Answers

Question 1

A company is creating a Job Success Formula (JSF) for a senior sales role. The process involves analyzing the behaviors of their current sales team and correlating them with performance data. They identify that high performers consistently demonstrate a strong 'Takes Initiative' trait, while low performers often show a high 'Permissive' trait. In the context of a JSF, what would 'Takes Initiative' and 'Permissive' be classified as, respectively?

Accepted Answer

A Desirable Trait and a Trait to Avoid

Answer

When building a Job Success Formula through performance benchmarking, 'Desirable traits' are behaviors shared by top performers. 'Traits to Avoid' (or derailers) are tendencies that are distinct in poorly-performing employees. 'Takes Initiative' is a desirable behavior for a sales role, while being 'Permissive' would likely hinder success.

Question 2

A key feature of the Harrison Assessment's Job Success Formula (JSF) is its comprehensive approach to predicting performance by integrating various factors. Which of the following components are combined to generate the final overall predictive score for a candidate?

Accepted Answer

Eligibility, Suitability, and Interview scores

Answer

A Job Success Formula provides a comprehensive and integrated system by generating a final assessment score that measures a candidate's eligibility (qualifications, experience, skills), suitability (job-related behaviors), and structured interview scores against the ideal profile for the role.

Question 3

An organization is hiring for a highly technical software engineering position that requires deep knowledge of a specific, rare programming language. For another role in customer service, the primary requirements are strong interpersonal and problem-solving skills. How would the weighting of the main components within the Job Success Formulas for these two roles likely differ?

Accepted Answer

The engineering role would weigh Eligibility more heavily, while the customer service role would weigh Suitability more heavily.

Answer

While both Eligibility and Suitability are crucial for any role, their relative importance can change. Technical jobs often place a stronger emphasis on Eligibility (skills, experience, education), whereas jobs requiring more people skills, like customer service, tend to place a stronger emphasis on Suitability (attitudes, motivations, interpersonal skills).

Question 4

Which statement best describes the primary function of a Harrison Assessments Job Success Formula (JSF)?

Accepted Answer

To systematically measure a candidate against all the weighted qualifications and behavioral competencies needed for a specific role.

Answer

The core purpose of a Job Success Formula is to provide a systematic, comprehensive framework that measures all the necessary factors for success in a particular job, including both qualifications (Eligibility) and job-related behaviors (Suitability), which are weighted to predict performance.

Question 5

A manager is customizing a Job Success Formula for a Project Manager position. They want to ensure the formula accurately reflects the unique demands and core values of their organization. According to Harrison Assessments methodology, which of the following is a key capability of the JSF system?

Accepted Answer

JSFs can be customized by weighting, scoring, and adjusting factors to reflect specific organizational needs and values.

Answer

Harrison's system provides sophisticated, yet easy-to-use options for weighting, scoring, and customizing Job Success Formulas. This allows an organization to adjust the formula to reflect its specific needs, the job's unique requirements, and its core values, ensuring a better fit.

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Job Success Formulas (JSF) Questions and Answers