OutMatch Personality Assessments measure a number of traits and characteristics which can impact a person’s job performance. Outmatch has an optional “Compare” report, where up to four candidates can be reviewed across the competencies as well as an interview guide with suggested questions derived from their assessment.
The OutMatch Assessment uses an assessment scale to understand the strengths and weaknesses of your candidates & employees as it relates to their specific roles and the benchmarked competencies
OutMatch Assessment Behavioural Dimensions
Note that the scales and competencies comprising each job profile are defined by Outmatch and vary based upon what has been defined as necessary for success in the role.
Assertiveness do they take the initiative or allow others to take the lead.
Sociability do they seek out and enjoy social interactions or prefer being alone/ one-on-one interactions.
Accommodation will they accommodate the needs of others first or prioritise their personal needs.
Positive View of People are they trusting/optimistic or critical or cynical in their outlook toward people
Interpersonal Insight how aware or “tuned in” to others’ feelings, motivations, and behaviours.
Optimism do they have an optimistic and positive outlook under most work circumstances or concerned about what could go wrong.
Criticism Tolerance will they interpret criticism objectively versus being sensitive to feedback from others.
Social Restraint are they self-controlled when engaging with others or less restrained and carefree.
Competitiveness what emphasis do they put on achieving success and winning vs. being less competitive
Reflective Thinking will they thoroughly consider & seek out information, or be comfortable acting with limited information
Cautious Thinking are they likely to have a deliberate and serious style when deciding on a course of action or likely to making decisions quickly.
Objective Thinking do they view information & situations factually or view them from a more personal frame of reference.
Realistic Thinking will they draw from past-experience and are practical, or be imaginative, wishful thinkers.
Work Intensity do they prefer to accomplish many things quickly or work methodically/at a less hurried pace.
Work Independence do they prefer to rely on themselves or do they prefer to collaborate and seek support from others.
Process-Focused do they prefer to be organized and structured in the way they work or take a less methodical approach.
Multitasking do they prefer variety and handling multiple tasks, vs. predictability & focusing on one thing at a time.
Follow Through can they be relied on to follow through and demonstrate commitment rather than being flexible with priorities.
Preference for Structure do they prefer to be provided with direction and structure, or a more loosely defined work setting
It’s important to note that low scores are not necessarily bad and high scores are not necessarily good. High and low scores of each scale have both positive implications and negative implications. The interpretation of the score will depend on what is needed in the job.
With an engaging, graphics based ultra-modern assessment, employers can expect to see higher completion rates and lower drop-off, which ultimately leads to better selection and improved company performance. If you hire you can use the same OutMatch Assessment for onboarding, and development and succession planning