Berke Assessment (HighMatch)

Create a Sales Job DNA benchmark using existing top reps.

Embed the assessment link in the application portal.

Automatically filter candidates who do not meet the 70% fit threshold.

Use generated interview guides to verify 'soft' skills for top candidates.

Assess current leadership team to identify key success traits.

Run the internal 'High-Potential' cohort through the executive battery.

Compare results against the identified leadership benchmarks.

Develop personalized professional development plans based on gaps.

Develop a benchmark emphasizing empathy and patience traits.

Assess all final-round candidates.

Review the 'Culture Fit' score to ensure alignment with brand values.

Hire candidates with high sociability and low aggression scores.

Measure cognitive speed and learning agility during hiring.

Prioritize candidates with high 'Problem Solving' scores.

Analyze the correlation between assessment scores and time-to-productivity.

Refine benchmarks to favor high learning-agility scores.

Use the remote-work success benchmark focused on 'Conscientiousness'.

Screen global candidates using the mobile-optimized assessment.

Compare scores across different time zones to standardize quality.

Onboard candidates with verified self-management traits.

Deploy a lightweight 15-minute personality screening.

Use 'Go/No-Go' automated scoring.

Instantly send offer letters to candidates with high reliability scores.

Maintain a talent pool for future seasonal needs.

Assess the incoming workforce using a unified benchmark.

Map internal talent to existing open roles within the parent company.

Identify redundant talent or skill gaps across the new organization.

Integrate data into the master HCM for long-term tracking.