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Hiring profile for:

Account Manager

HighMatch’s team of workplace psychologists break down the critical qualities, skills, and knowledge account managers need to be successful.

Employment Outlook

10%+
avg Growth rate

340k+
job openings annually

$133K+
median pay

Role Snapshot

Account managers plan programs to generate interest in products or services. They do this for a department, for an entire organization, or on a project basis.

Advertising managers work with sales staff and others to generate ideas for an advertising campaign. They oversee the staff that develops the advertising and work with the finance department to prepare a budget and cost estimates for the campaign.

common work activities:

Working with department heads or staff
Planning promotional and advertising campaigns
Negotiating advertising contracts
Initiating and analyzing market research studies
Developing pricing strategies for products or services
Meeting with clients to provide marketing or related advice

Common Challenges

equality

Women make up 43% of Account Executives yet earn only 93% of their male counterparts.

Diversity

The majority of Account Executives are older (avg. age: 43) and White (67%).

retention

Most Account Executives stay at their job for 1-2 years.

Account Executive Job Profile

HighMatch’s workplace psychologists developed a job profile for Account Executives that outlines the measures that are most predictive in determining success.

They have also defined behavioral measures hiring managers should explore further during the interview.

Additional titles for this role include:

Advertising Manager (Ad Manager), Advertising Sales Manager (Ad Sales Manager), Classified Advertising Manager (Classified Ad Manager), Communications Director, Communications Manager, Creative Services Director, Marketing and Promotions Manager, Promotions Director, Promotions Manager

Personality Measures

There are several personality traits that often align with success in this role, however every role is unique.

Our workplace psychologists personalize the assessment to your role, adjusting the weighting and target ranges of each trait to align with your needs.

Priority measures:

Initiative: being willing to take on responsibilities and challenges
Dependability: being reliable, responsible, and dependable
Attention to Detail: being careful and thorough in completing tasks
Cooperation: being pleasant and good-natured with others
Adaptability/Flexibility: being open to change and variety

They Trust HighMatch:

The HighMatch Sales Assessment

HighMatch’s Sales Assessment, personalized to your specific role and company culture by our I-O psychologists, is the modern alternative to legacy off-the shelf assessments.

HighMatch’s highly configurable assessment solutions are delivered on our fast, mobile-first platform for the ideal candidate experience.

With HighMatch, you get relevant insights into what matters most in your roles and culture, in your preferred language.

Ready to take our Sales Assessment for a spin?

VIDEO TESTIMONIAL

Wayne Homes uses HighMatch to Identify Qualified Applicants

Hear from Michael Luckie-Ewing, former VP of People and Culture at Wayne Homes, a custom home builder serving 5 states for over 40 years.

Michael and his team used HighMatch to better filter applicants for the qualities and skills that contribute to success across every role in their organization.

Cognitive Measures

Our workplace psychologists have identified several cognitive measures that help identify if a candidate has the ability to be successful in this role.

Our workplace psychologists personalize the assessment, adjusting the weighting and target ranges of each ability to align with your needs.

Priority measures:

Oral Expression: verbally communicating information
Oral Comprehension: understanding verbal communication
Speech Clarity: speaking clearly
Written Comprehension: understanding written information
Deductive Reasoning: applying rules to produce answers

Measuring Culture Fit

Organizations large and small all share a desire to find candidates who will not only excel in the role they are applying for, but also exhibit those traits, abilities and skills which lead to success in the organization.

Candidates who check both boxes tend to stay longer and are more likely to grow into leadership roles in the organization.

Learn more about our Culture Fit Solution.

Skill & Knowledge Measures

Our workplace psychologists have identified several cognitive measures that help identify if a candidate has the ability to be successful in this role.

Our workplace psychologists personalize the assessment, adjusting the weighting and target ranges of each ability to align with your needs.

Priority measures:

Microsoft Excel: a quick, mobile-friendly assessment designed to test a candidate’s knowledge of MS Excel
Computer Literacy: This fast, mobile-friendly test assesses candidate’s understanding of basic computer use
English Fluency: This fluency test assesses a candidate’s understanding of the English language

HighMatch can also quickly create short, personalized skills tests covering topics like Data Entry, Business Email Etiquette, or Listening Skills, all powered by our modern, mobile-first assessment engine and tailored to your role and organization.

Have Better Interviews

Interviews are an opportunity to take insights from the Candidate Report and dive deeper, ensuring alignment between the role, the individual and the organization.

This guide provides actionable tips on how to have more meaningful interviews, from asking relevant questions, making the interview conversational and avoiding conversation threads that can lead to unconscious bias.

Need a different guide to improve your hiring process?
If so, then look no further!

Whether you are new to recruiting or an experienced hiring manager, our guides have something for you.