Berke personality trait

Measuring Structure

A natural tendency to seek order, certainty, and correctness.

Structure Soft Skills

Understanding whether a candidate leans more flexible or more rule-driven is critical to understanding their general attitude towards work, processes and new opportunities.

Personality assessments helps employers by measuring how structured prospective candidates are so they understand where on the spectrum a candidate falls, and what impact this is likely to have on their ability to succeed in the role.

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People who are sociable are:

  • Detail-Oriented
  • Punctual
  • Reliable
  • Safety-oriented

Berke creates custom hiring profiles for you which identify the personality traits, cognitive abilities and the skills required for success in the role.

Structure in the Workplace

Flexible: People lower in structure tend to be more concerned with outcomes than following rules and procedures. They tend to be more comfortable with trial and error to achieve results.

Process-Oriented: People higher in structure prefer order and precision. They tend to follow rules and procedures. They desire accuracy and thoroughness.

Employees whose talents fit the job are more productive, happier and stay longer.

Roles requiring Structure:

  • Accountants
  • Attorneys
  • Developers
  • First Responders
  • Operations Managers

Berke candidate reports make it clear if candidates possess the innate talents needed to succeed.


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.

Measuring Structure in an Interview

During the interview, you can gauge a candidate’s structure by asking them to describe how they handled past situations.

  • You could ask for a few examples of past work situations when they had few procedures to follow and they were able to use their own ingenuity to improve the way the job was done. Flexible candidates would likely enjoy the freedom, while structured candidates would likely view this as a negative.
  • You could also posit that some jobs are highly structured with well-defined procedures that must be followed to achieve the end goal, while others are more open-ended. Ask which one they prefer along with examples.

Berke includes interview guides tailored to each candidate. Each guide offers questions based candidate’s personality and skills, making it easy to ask thought-provoking questions.

The HighMatch Personality Assessment

Berke directly measures Structure, among six other core personality traits, as part of its core assessment.

Our team of workplace psychologists partners with you to develop job profiles that outline what levels of each trait influence success in a given role.

That Job Profile is used to develop the scoring and weighting mechanism for the assessment, helping to identify whether the person is a high, medium, or low fit for the job.

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Buyer’s Guide

Selecting the right assessment solution from the hundreds available can be daunting. To make that process a little easier, we created a Buyer’s Guide.

It’s an objective, downloadable report created by our team of Industrial & Organizational (I/O) psychologists that outlines what to consider when evaluating assessment vendors. 

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They Trust HighMatch:

Interested in Measuring Structure? Connect with a Product Specialist.

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