Berke personality trait
A natural tendency to seek order, certainty, and correctness.
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.
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SCHEDULE DEMOBerke creates custom hiring profiles for you which identify the personality traits, cognitive abilities and the skills required for success in the role.
Flexible: People lower in structure tend to be more concerned with outcomes than following rules and 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 procedures. They desire accuracy and thoroughness.
Employees whose talents fit the job are more productive, happier and stay longer.
Roles requiring Structure:
Berke candidate reports make it clear if candidates possess the innate talents needed to succeed.
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.
During the interview, you can gauge a candidate’s structure by asking them to describe how they handled past situations.
Berke includes interview guides tailored to each candidate. Each guide offers questions based candidate’s personality and skills, making it easy to ask thought-provoking questions.
Berke directly measures Structure, among six other core personality traits, as part of its core assessment.
Our team of workplace psychologists partners with you to develop job profiles that outline what levels of each trait influence success in a given role.
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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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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