highmatch personality asssessment

Measuring Responsiveness

A natural tendency to express opinions and feelings openly and outwardly.

Responsiveness Soft Skills

Understanding whether a candidate leans more calm or more expressive is critical to understanding their general attitude towards work and new opportunities.

Personality assessments helps employers by measuring the responsiveness of prospective candidates 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.

Interested in measuring responsiveness? Schedule a personalized demo with a product specialist today!

Our Assess solution can help you identify critical skills related to responsiveness, or if you are interested in testing specifically for responsiveness, our Create solution can do that for you.

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People who are responsive are:

  • Enthusiastic
  • Expressive
  • Fast-paced
  • Motivational

HighMatch creates custom job profiles which identify the personality traits, cognitive abilities and the skills required for success in the role and at your company. 

Responsiveness in the Workplace

Calm: People lower in responsiveness are often calm and composed. They like to work in a more predictable work environment. They tend to internalize their feelings and opinions, especially when under pressure or during change.

Expressive: People higher in responsiveness tend to be excitable and expressive. They prefer a high-activity work environment with a lot of things happening at once. They often express their feelings and thoughts openly, especially when under pressure or during change.

HighMatch’s Assess solution helps organizations determine what levels of assertiveness are critical for success in each job by looking at the characteristics of top performers and finding the commonalities.

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

Roles requiring responsiveness:

  • Account Executives
  • Customer Service
  • Designers
  • Performers
  • Public Relations

HighMatch candidate reports make it crystal clear if candidates possess the innate talents needed to succeed in the job defined by your organization. For existing employees, our Screen solution provides a more rigorous analysis to help determine their ability to succeed in a higher position.

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VIDEO TESTIMONIAL

Wayne Homes uses HighMatch to Identify the Most 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 Responsiveness

in an Interview

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

  • You could ask what strategies they have used when they have to work with others who weren’t as passionate or enthusiastic about a task? Their answer should give clues as to where they fall on the optimism spectrum.
  • You could also ask for an example of a time when they realized they needed to be measured and calm in presenting information. Was that difficult or easy for them?

HighMatch provides interview questions tailored to each candidate. Each guide offers questions based on each person’s personality and skills, making it easy for you to ask thought-provoking questions.

Having trouble diving deeper into your candidates’ potential? Our Interview solution offers a playbook for consistent, objective questions to help you get the most out of your interviews.


The HighMatch Personality Assessment

HighMatch directly measures Responsiveness, among six other core personality traits, as part of its core personality assessment provided through our Assess solution, and offers the ability to couple this assessment with skill assessments from our massive library of tests.

Our workplace psychologists conduct a benchmark study to understand what qualities are most critical for the role, analyze the qualities that top performers share, and then develop a customized Job Profile that includes personality traits, abilities, and skills.

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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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.

Interested in Measuring Responsiveness? Connect with a Product Specialist.

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