How It Works

Implementation of the MatchFIT assessment is the first piece of the selection process to screen employees. This reduces the time to screen significantly, which will be critical as organizations embark on large volume hiring.

Reduced screening time coupled with an assessment matches applicants to your overall organizational culture that leads to employees who will be more successful and achieve greater results for the organization.

In addition, the assessment adds a “blind screening” element which is designed to increase diversity in applicant pools and in hiring.

To do this, we will develop an algorithm customized for your organization.

Managing screenings for cultural fit and contribution is easy for small companies because they have such intimate involvement with every single hire.  As companies grow, maintenance of values becomes more difficult, and incongruity begins to develop between what the company values and what the people value. The assessment helps protect against that loss of congruence by screening out people who don’t value what the organization values, all while increasing diversity of candidates and hires.

One of the biggest challenges Organizations face when dealing with “Culture” matters is, “How do we classify/summarize something as abstract as Culture?”  Fortunately, Organizational Psychology can provide some insight.  Research suggests that Cultural differences among organizations can be captured by evaluating them on the basis of seven Cultural Distinctives.  

– Collaborative and Supportive

– Competitive and Vigorous

– Tolerant and Receptive

– Exacting and Procedural

– Innovative and Creative

– Relaxed and Informal

– Performance-based Rewards and Recognition

Research suggests that an Organization’s culture is typically captured by the three dimensions their organization promotes (either actively or indirectly).

For example: 

–  Does your organization actively promote quality, “getting it right the first time”, and avoiding costly mistakes (Exacting and Procedural)

–  Does your organization spend time talking about the importance of good ideas at all levels?  Do you encourage creativity and trying new approaches or methods? (Innovative and Creative)

–  Does your organization offer productivity bonuses and encourage employees to perform well for financial incentive? (Performance-based Rewards and Recognition) 

Answers to these types of questions begin to reveal the defining elements of an Organization’s Culture, and they serve to make them distinct from other organizations and most notably, their competition.  We’ve used the research on Organizational Culture to develop an assessment that allows us to not only classify an organization’s culture but also identify candidates who naturally fit into an organization’s culture.

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