Suitability vs. Eligibility Flashcards
7 cards from real Harrison Assessment Tests practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Suitability vs. Eligibility flashcards as text
A hiring manager finds that a new hire was fully eligible but quit within 90 days due to role dissatisfaction. Which pre-hire assessment dimension was most likely underweighted?
Answer: Suitability
Early attrition due to dissatisfaction typically signals a suitability mismatch that wasn't identified before hiring.
In Harrison's framework, which of the following traits would be captured under suitability but NOT under eligibility?
Answer: Preference for taking calculated risks
Risk-taking preference is a behavioral tendency measured by suitability, not a verifiable credential.
An applicant for a customer service role scores high on eligibility but the Harrison Assessment reveals strong preference for working alone and low tolerance for interruptions. What should the recruiter conclude?
Answer: The candidate may struggle due to a suitability mismatch with the role's demands
High eligibility doesn't compensate for a suitability mismatch when behavioral preferences conflict with core job demands.
Which statement best describes the relationship between eligibility and suitability in the Harrison model?
Answer: Both dimensions are required together for a complete picture of hiring success
Harrison's model treats eligibility and suitability as complementary—both are necessary for predicting hiring success.
A company uses Harrison Assessments and finds a candidate scores in the top 10% for eligibility but only 30th percentile for suitability. What is the most appropriate next step?
Answer: Investigate the suitability gap to determine if the role can be adjusted or if the risk is acceptable
A suitability gap warrants further exploration to determine whether the role or support structures can compensate for the mismatch.
Which of the following is an example of using suitability data for development purposes rather than selection?
Answer: Coaching an existing employee on tasks they find demotivating to build engagement
Using behavioral preference data to coach and engage existing employees is a suitability-based development application.
Harrison's suitability scoring often includes a 'task preference' component. What does this component measure?
Answer: How much a candidate enjoys performing specific types of tasks
Task preference measures the degree to which a candidate enjoys certain activities, linking enjoyment to expected performance.