Scientifically validated

Science Behind HighMatch

Scientific analysis has proven that detail orientation is far more predictive of job success for accountants than extroversion, so why are you still measuring candidates on extroversion for an accounting role? 

The HighMatch Approach

Traditional pre-packaged assessment solutions assess candidates against a fixed set of measures that might not be predictive of job success for a role at your company. 

HighMatch’s custom platform, backed by a strong foundation and research in I/O psychology and our in-house team of I/O professionals, enables you to identify and scientifically validate what’s important for the roles you’re hiring, and measure it.

This approach leads to higher completion rates, an overall better candidate experience, and a stronger workplace.

Strict Alignment to EEOC Guidelines

The I/O team at Highmatch relies on the Equal Employment Opportunity Commission’s (EEOC) Uniform Guidelines on Employee Selection Procedures as well as the Society for Industrial and Organizational Psychology’s (SIOP) Principles for the Validation and Use of Personnel Selection Procedures to inform it’s validation process.


We rigorously validate our assessments to ensure they are measuring what’s indicative of success in a particular role.  We measure our assessments for Content validity and Criterion validity which are recognized in the Uniform Guidelines on Employee Selection Procedures published by the EEOC.

Content Validity

This measures whether the content of an assessment is clearly related to the skills, capabilities, and specific trait required for a particular job. This method is typically used with skills-based and job-sample assessments.

Criterion-Related Validity

This measures whether high scores on the assessment are correlated to important job outcomes such as performance, turnover, customer satisfaction ratings, sales orders, etc.

“The accuracy in pinpointing ideal candidates is unparalleled.”

Practice Administrator, Hospital & Health Care

Reliability & Mitigation

We also ensure that our tests are reliable and mitigate any subgroup differences to successfully predict job performance:


An assessment is said to be reliable if it consistently produces similar results every time. At HighMatch, we’ve gone to great lengths to evaluate, test, and update our assessment to ensure it is reliable for our clients and is compliant with professional and legal standards in the field of pre-employment assessment.

Adverse Impact

Our goal from the beginning has been to design an assessment and methodology that is race-blind, gender-blind, age-blind and national origin-blind.  We’ve regularly monitored evidence of subgroup differences in our assessments and have consistently found that our assessment and job match methodology does not yield statistically significant differences on the basis of age, gender, race, or national origin.

Adverse Impact Analysis

For those enterprise organizations who have completed both a job analysis and a validation study either internally or through a consulting firm, but have yet to complete an adverse impact study (or would prefer one be completed by an independent party), HighMatch’s Services team can help.

Our in-house team of psychologists will partner with your team to perform a holistic adverse impact analysis, including a statistical review of hiring decisions that were made using data and insights derived from your assessment to determine whether discrimination is indicated in those decisions.

Download our ‘Improving Diversity and Inclusion’ Fact Sheet

The need for consistency in the hiring process is paramount to avoid the dual risks of unconscious bias creeping into the interview process and inability for multiple interviewers to evaluate candidates across a common set of criteria.

Download our Diversity and Inclusion Fact Sheet for additional facts around the cost of unconscious bias, and learn how the right pre-employment assessment can help remove bias from your hiring process.


Industry Experience

Since its creation nearly 20 years ago, HighMatch (and Berke Assessments before it) has been used to help organizations in a variety of industries select candidates who have a high likelihood of job success.

Below is a sampling of positions for which the HighMatch science team has conducted validation studies and has observed a statistically significant* relationship between assessment results and job performance.

Don’t see the role you are hiring for below?

A core part of any custom engagement is a validation study to ensure that the custom assessment we are creating for you exhibits this statistically significant* relationship. 

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Real Estate Sales

Custom Support

Project Management

Customer Services – Sales

Outside Sales

General Customer Service

Stock Traders

Collections Reps

PC Technicians

Computer Security Administrators

Sales Managers

Assistant Managers

Leasing Agents

Maintenance Technicians

Property Managers

Inside Sales

Retail Dept. Managers

Purchasing Managers

Warehouse – Receiving

Retail Sales 

Electrical Apprentices 

Software Sales

Call Center Agents

Cell Center Reps – Medical

Career Counselors

Children’s Program Directors

Office Managers

Executive Directors

* Statistical significance, in this case, refers to a relationship between Job Success Match Scores and Supervisor Ratings of performance that has less than a 5% probability of being due to chance alone.  This metric is consistent with standards in the field of I/O Psychology and Social Science and is the recommended standard put forth in the EEOC’s Uniform Guidelines on Employee Selection Procedures.

IO Expertise

Our Services team includes experienced industrial and organizational (I/O) psychologists and consultants with decades of experience partnering with leading brands across multiple industries.

Craig Ellis
VP of Services
Ph.D. in Industrial & Organizational Psychology, Auburn

Craig’s background is in pre-employment testing and psychometrics. He has more than 10 years of experience as an assessment scientist and organizational consultant.

He’s developed assessments aimed at evaluating person-organization fit, and he’s created and validated selection systems for a variety of organizations across industries. He’s consulted with companies to develop competency-driven succession plans and supported their efforts through executive assessment and leadership coaching. Craig believes deeply in bringing science and data into the organizational decision-making process – specifically around selection and talent management practices.

Craig holds a Bachelor’s degree in Psychology from Troy University and a Master’s and Ph.D. in Industrial/Organizational Psychology from Auburn University.

He currently lives in Madison, AL with his wife, Mandi, and four children, Emelia, Thomas, Rosemary, and Shepard. He’s an avid college football fan (War Eagle!) and enjoys fitness and golf in his spare time.

Melissa Kapnek

Melissa Kapnek, MA, SPHR, SHRM-CP, FPC is an Assessment Consultant at Berke, where she specializes in job analysis & statistical benchmarking to create predictive hiring profiles.

Melissa has over a dozen years of experience in Human Resources in job classification and workplace assessment, for both government entities and the private sector. She focuses on using empirical data to help our customers make better hiring decisions and translates academic research into practical applications for Human Resource Professionals.

Melissa holds a Master’s degree in Industrial-Organizational Psychology from University of Georgia and a Bachelor’s degree in English from Florida State University.

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