A Job Success Formula (JSF) includes three parts: eligibility, suitability, and the interview. Harrison Assessments can help you find that sweet spot.

Personality tests are increasingly popular due to the importance of understanding how an employee or candidate will behave. Since poor performance usually relates to behavioural issues, measuring job behaviour is essential.

However, personality tests are very general. They usually measure only four to 30 personality factors which are used for every job. In contrast, Harrison Assessments’ award winning suitability assessment is designed to measure engagement, motivation, interpersonal skills, and retention factors related to specific jobs.

How to formulate job success factors

The first challenge at Harrison Assessments is to fully analyze the job to determine the factors that enable job success. Without a comprehensive set of the job success factors, assessment cannot be effective.

However, listing of factors is only the first step. A formula must then be developed that weights each factor relative to others, in order to reflect the impact on overall job performance. Each individual score is then integrated to derive an overall Total Suitability score.

A Job Success Formula (JSF) includes three parts: Eligibility, Suitability, and the Interview.

  • Eligibility factors can be scored using assessment questions either before the interview or during the interview. If used in a pre-assessment before the interview, the interview can be used to further investigate and confirm the answers.
  • Suitability factors can be scored using a suitability assessment, using behavioral interviewing questions, or both.

Other assessments such as aptitude tests or manual dexterity tests can also be added to the mix, but must be formulated in the same way to correctly impact the overall score.

Making decisions with a job success formula

If you have an effective Job Success Formula, you final decision is simple. Since you have already defined the exact criteria for hiring as well as how you want to score the different levels of those factors, the candidate with the highest total score should be the best candidate. If that is not the case, you should probably review your Job Success Formula and make the necessary adjustments.

An effective Job Success Formula governs the entire process of recruitment and enables you to effectively pre-assess applicants, interview applicants and determine the best candidate. It not only structures the interview, it structures the entire recruitment process making the assessment much more systematic and accurate.

Another benefit of using a Job Success Formula is also job knowledge management. By identifying, weighting the impact, and scoring the intensity of each trait that has correlation to overall job performance (Essential or Non-Negotiables, Desirables (Nice to have) and Avoids (Derailers), recruiters can track the effectiveness and predictive accuracy of the Job Success Formula. Over time, these criterion can be reviewed and fine tuned to achieve the perfect Job Success Formula

Harrison Assessments can help you find that sweet spot.

The Discover My Career tool by Harrison Assessments can assess an individual for Entrepreneurial Success as well as over 1,000 other specific jobs. The right career allows the individual to have a degree of confidence about the future and can make all the difference.


Reproduced with permission from Harrison Assessments. Originally published on the Harrison Assessments blog.

You may also like
Harrison Assessments
Information for