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 manager wants to use Harrison data to design a development plan for a high-performing employee who is eligible for promotion. Which dimension should guide the development plan content?
Answer: Suitability, to identify behavioral strengths and growth areas for the new role
Suitability data reveals behavioral strengths and areas of growth that inform a meaningful development plan for the next role.
Harrison Assessments use a multi-trait, multi-method approach. Which of the following pairs correctly maps to the right dimensions?
Answer: Work history and certifications = eligibility; personality traits = suitability
Work history and certifications measure eligibility, while personality traits and behavioral preferences measure suitability.
Which of these competencies would Harrison classify as a suitability indicator rather than an eligibility indicator?
Answer: Tendency to persist through setbacks
Persistence through setbacks is a behavioral tendency, which is a suitability indicator in Harrison's framework.
A recruiter is told to prioritize suitability over eligibility for a role that provides on-the-job training for all technical skills. What does this approach assume?
Answer: Behavioral fit is harder to develop than technical skills and therefore more critical at hire
When technical skills can be trained, behavioral fit becomes the primary differentiator because suitability traits are harder and slower to change.
In Harrison's model, which type of information would appear in a 'job success analysis' used to define suitability benchmarks?
Answer: The behavioral traits observed in top performers in similar roles
A job success analysis identifies behavioral patterns of high performers, forming the suitability benchmark for future candidate evaluation.
A candidate's Harrison Assessment shows strong 'diplomacy' but low 'assertiveness.' The target role requires frequent negotiation. Which dimension is most relevant to evaluate here and why?
Answer: Suitability, because the balance of diplomacy and assertiveness is a behavioral trait affecting role fit
The interplay of diplomacy and assertiveness is a behavioral paradox that suitability data captures to predict negotiation effectiveness.
When a Harrison Assessment report flags a candidate with a 'caution' rating, this most likely means:
Answer: The candidate's behavioral profile significantly mismatches the role's suitability requirements
A caution rating in Harrison typically signals meaningful behavioral misalignment between the candidate's suitability profile and the role's requirements.