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 recruiter is evaluating candidates for a military veteran preference program. Veteran status is a qualifying criterion but not a performance predictor. Veteran status functions as which type of criterion?
Answer: Eligibility criterion
Veteran status is a qualifying condition for program access, making it an eligibility criterion rather than a behavioral or suitability measure.
When Harrison Assessments report a 'success formula' for a role, what does that formula primarily describe?
Answer: The behavioral traits and preferences most correlated with success in that role
A Harrison success formula identifies the suitability traits—behaviors, preferences, and tendencies—that predict high performance.
Which scenario demonstrates a candidate who is suitable but NOT eligible?
Answer: A passionate teacher who lacks a state teaching certification
A candidate who is passionate and behaviorally fit for teaching but lacks certification is suitable but ineligible.
In Harrison's dual-screening approach, what happens when a candidate meets the suitability threshold but fails the eligibility minimum?
Answer: They are typically not considered unless the eligibility requirement can be waived or met later
Eligibility minimums are typically non-negotiable gates; failing them usually disqualifies a candidate regardless of suitability scores.
Which of the following best explains why suitability is harder to assess through a traditional resume than eligibility?
Answer: Behavioral preferences and tendencies are rarely self-reported accurately in resume format
Resumes document verifiable credentials and history but are poor vehicles for capturing behavioral tendencies, making suitability harder to assess that way.
A company notices its top performers all share a strong preference for 'taking ownership' and 'self-direction.' This insight is most useful for improving which part of the hiring process?
Answer: Suitability benchmarking
Identifying shared behavioral traits of top performers informs the suitability benchmark used to evaluate future candidates.
Which of the following is a limitation of relying solely on eligibility criteria when making hiring decisions?
Answer: It ignores behavioral fit, which can lead to poor retention and performance
Eligibility-only hiring overlooks behavioral alignment, increasing the risk of poor job fit, low engagement, and early turnover.