See where someone fits the role, and where to look closer
Set a role profile once and compare candidates or employees with it, trait by trait. The match report shows where someone fits and which gaps are worth exploring, so you know what to ask.
What matching adds
One yardstick per role
Everyone is compared with the same role profile, rather than with whoever happened to apply that week or with the last person in the job.
Gaps that become questions
The match report points to the traits and motives where someone differs from the profile, with interview questions to explore them.
Internal moves on evidence
Use the same role profile when an employee considers another role, as input for a career conversation or an internal application.
How matching works
Build the role profile
Set the abilities, traits and motives that matter, from a template or from scratch. Base it on what the work requires, not on one person's style.
Assess the people
Candidates or employees complete the assessments in their own language, at a moment that suits them.
Read the match
The match report shows the role profile and the person side by side, with the overall fit, the largest gaps and the score ranges.
Talk, then decide
Explore the gaps in an interview or career conversation, and weigh them with experience and references. A person makes the decision.
What goes into a match
A match is only as good as what you measure. Personality and motivation form the profile; add a reasoning test where the role clearly calls for it.
Personality
The Big Five traits are the core of the profile match, shown trait by trait against the role profile.
Motivation and values
Motivation drivers ranked against what the role and your organisation offer.
Cognitive ability
Adds how someone reasons, for roles where complex information is part of the daily work.
Matching suggests, a person decides
A match is a starting point for a conversation, not a verdict. Personality or fit alone doesn't predict who will perform best, so combine it with abilities, experience and interviews. Match.hr never rejects anyone automatically. In recruitment, matching counts as high-risk AI under the EU AI Act, so we design for human oversight and transparent scores.
Frequently asked questions
How do we build a good role profile?
Start from the work: the tasks, the context and what sets good performance apart in this role. Involve people who know the role well, such as the manager and experienced colleagues. Avoid copying the profile of one current employee; that rewards similarity rather than what the job needs.
What does the overall fit mean?
It summarises how close someone's scores are to the role profile across the traits you selected. Always read it together with the trait-level view and the score ranges: two people with the same overall fit can differ in very different places.
Doesn't matching lead to hiring the same type of person?
It can, if the role profile describes a person instead of the job. Keep the profile to what the work really asks, treat differences as questions rather than red flags, and look at what someone would add to the team, not only at how closely they match.
Can we use matching for current employees?
Yes, for example when someone considers a move or applies internally. Tell employees what the comparison is for, and don't reuse results they shared for their development without their knowledge.
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