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Hiring profile for:

Medical Assistant

HighMatch’s team of workplace psychologists break down the critical qualities, skills, and knowledge Medical Assistants need to be successful.

Employment Outlook

16%+
avg Growth rate

743K+
job openings annually

$37K+
median pay

Role Snapshot

Medical assistants complete administrative and clinical tasks in the offices of physicians, hospitals, and other healthcare facilities. Their duties vary with the location, specialty, and size of the practice.

In larger practices or hospitals, medical assistants may specialize in either administrative or clinical work. Additionally, some medical assistants specialize according to the type of medical office where they work.

common work activities:

Recording patient history and personal information
Helping physicians with patient examinations
Giving patients injections or medications as directed by physicians
Scheduling patient appointments
Preparing blood samples for laboratory tests

Common Challenges

equality

Women make up 90% of Medical Assistants yet earn only 97% of their male counterparts.

Diversity

The majority of Medical Assistants are middle-aged (avg. age: 36) and White (50%).

retention

The average Medical Assistant stays at their job for less than 2 years.

Medical Assistant Job Profile

HighMatch’s workplace psychologists developed a job profile for Medical Assistants that outlines the measures that are most predictive in determining success.

They have also defined behavioral measures hiring managers should explore further during the interview.

Additional titles for this role include:

Certified Medical Assistant (CMA), Chiropractor Assistant, Clinical Medical Assistant, Doctor’s Assistant, Health Assistant, Ophthalmic Assistant, Ophthalmological Assistant, Optometric Assistant, Outpatient Surgery Assistant, Registered Medical Assistant (RMA)

Personality Measures

There are several personality traits that often align with success in this role, however every role is unique.

Our workplace psychologists personalize the assessment to your role, adjusting the weighting and target ranges of each trait to align with your needs.

Priority measures:

Integrity: being honest and ethical
Dependability: being reliable, responsible, and dependable
Attention to Detail: being careful and thorough in completing tasks
Concern for Others: being sensitive to others’ needs
Adaptability/Flexibility: being open to change in the workplace

They Trust HighMatch:

The HighMatch Nursing Assessment

HighMatch’s Nursing Assessment, personalized to your specific role and company culture by our I-O psychologists, is the modern alternative to legacy off-the shelf assessments.

HighMatch’s highly configurable assessment solutions are delivered on our fast, mobile-first platform for the ideal candidate experience.

With HighMatch, you get relevant insights into what matters most in your roles and culture, in your preferred language.

Ready to take our Nursing Assessment for a spin?

VIDEO TESTIMONIAL

Wayne Homes uses HighMatch to Identify 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.

Cognitive Measures

Our workplace psychologists have identified several cognitive measures that help identify if a candidate has the ability to be successful in this role.

Our workplace psychologists personalize the assessment, adjusting the weighting and target ranges of each ability to align with your needs.

Priority measures:

Oral Comprehension: understanding verbal information
Oral Expression: verbally communicating information
Written Comprehension: understanding written information
Problem Sensitivity: telling when something is likely to go wrong

Sociability Assessments

Medical assistants are often some of the first people patients meet in a medical office, and having a friendly, outgoing demeanor is essential for making a patient feel comfortable and at ease.

A sociability assessment, which asks candidates to react to real-life scenarios they are likely to encounter, can help hiring managers understand how they are likely to react to similar situations when on the job.

Skill & Knowledge Measures

Our workplace psychologists have identified several cognitive measures that help identify if a candidate has the ability to be successful in this role.

Our workplace psychologists personalize the assessment, adjusting the weighting and target ranges of each ability to align with your needs.

Priority measures:

Microsoft Excel: a quick, mobile-friendly assessment designed to test a candidate’s knowledge of MS Excel
Computer Literacy: This fast, mobile-friendly test assesses candidate’s understanding of basic computer use
English Fluency: This fluency test assesses a candidate’s understanding of the English language

HighMatch can also quickly create short, personalized skills tests covering topics like Healthcare Service Skills or Medical Terminology, all powered by our modern, mobile-first assessment engine and tailored to your role and organization.

Report: Top Talent Acquisition Challenges

Recruitment frustrations go beyond talent shortages and low unemployment. Talent Acquisition (TA) leaders are facing other roadblocks as they strive to improve quality of hire.

We surveyed HR and TA leaders with the goal of understanding their challenges and how tools may or may not help them solve those challenges.

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