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HighMatch offers personalized cultural assessments that help you identify candidates who align with your organization’s unique values.
Most assessments measure generic traits, but your company is unique. You need assessments tailored to your organization, not one-size-fits-all solutions.
HighMatch’s tailored approach ensures you hire candidates who align with your culture, strengthening team and reducing turnover. Our cultural assessments identify candidates who embody the traits that define your organizational, giving you confidence in every hire.
Benchmarking
HighMatch Assess benchmarks your top performers to identify the attributes that define your culture, providing tailored assessments for better hiring.
screening
HighMatch Screen automatically filters candidates based on their cultural alignment, helping you hire employees who will thrive in your environment.
Development
HighMatch Develop provides you with actionable insights to coach employees, fostering a culture that aligns with your core values.
The first step to hiring for cultural fit is to define the unique traits that make up your organization’s culture.
Our workplace psychologists work with you to identify your values through research-backed methods, including analyzing high-performing employees and conducting focus groups to uncover shared principles.
The result is a personalized assessment that evaluates candidates’ alignment with your culture. Our reports and guides help your hiring managers make data-driven decisions to build cohesive, engaged teams.
Every organization is different, and so is its culture. With HighMatch, you can assess for a range of personality traits that align with your existing values—or customize entirely new traits to ensure you’re measuring what matters most to your team.
| Assertiveness: Approach disagreement with a desire to change others’ perspectives | Innovative: Consider creative, uncommon solutions to a wide variety of problems | Reliability: Be aware and motivated to meet others’ expectations and stick to one’s commitments |
| Collaboration: Tendency to work collaboratively and effectively with others to achieve a goal | Leadership Orientation: Tendency to desire to and be motivated to lead others | Resilience: Bounce back from mistakes, criticism or insults quickly and positively |
| Competitiveness: Be concerned with winning, outperforming or standing out from their peers | Learning Orientation: Be active in the process of learning and being intellectually challenged | Risk Tolerance: Be comfortable making decisions and taking actions that have uncertain outcomes |
| Detail Orientation: Be deliberate, careful and exact when reviewing information for accuracy | Money Orientation: Prioritize financial gain and advancement as important aspects of their career | Rule-Conscious: Be compliance-minded with regard to safety processes and guidelines |
| Empathy: Listen, understand and take the perspective of another person | Objectivity: Prioritize facts and data over emotions and feelings when making decisions | Sense of Urgency: Pursue objectives with a desire to bring tasks to a positive conclusion |
| Flexibility: Adjust their own behavior and approach depending on their circumstances | Organized: Be tidy and meticulous in how they manage their workspace and time | Strategic Thinking: Think about the long-term implications and consequences of their decisions |
| Friendliness: Be warm, approachable and pleasant towards others | Positive Attitude: Have an optimistic, “can-do” attitude towards obstacles and challenges | Stress Tolerance: Remain steady and focused in the face of stressful situations |
| Independence: Develop their own approach and to be comfortable working with little or no support | Relationship-Orientation: To be socially driven and active in efforts to build relationships with others | Trusting of Others: Tendency to trust others and to believe that people operate with good intentions |
Clients often want to measure candidates against a unique set of role-specific qualities or company values. Our team of workplace psychologists will partner with you to define those, build a personality test that measures them and provide a report back that rates each candidate against those measures using your company’s language, which improves hiring manager adoption.
Contact SalesThe CAP found the cost to replace an employee who makes less than $30,000 per year is 16% of their salary.
The cost to replace someone who makes more than $75,000 is 20% of their salary.
To see how much you could save by reducing your annual turnover, check out our ROI Calculator below!
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In this webinar, Dr. Craig Ellis, an I-O Psychologist, shares a proven framework to identify the essential traits that align with your unique culture and shows you how assessing for culture can fit seamlessly into your hiring process.
In this webinar, Dr. Craig Ellis, an I-O Psychologist, guides you through a four-step framework for an objective interview process that will help your team assess candidate alignment with your organizational culture.
