highmatch personality asssessment

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.

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

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

SCHEDULE DEMO

People who are sociable are:

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

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. 

Structure in the Workplace

Flexible: People lower in structure tend to be more concerned with outcomes than with following rules and established 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 established procedures. They desire accuracy and thoroughness because they don’t like to make mistakes.

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 Structure:

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

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.

try a free personality test

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 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 in order to achieve the end goal, while others are more open-ended. Ask which one they prefer along with examples.

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 Structure, 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.

Still have questions?

Contact Sales

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. 

download now

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 Structure? Connect with a Product Specialist.

Get started