Reece Akhtar, head of research at the American company Deeper Signals and one of the creators of MATCH-V

“MATCH-V has been designed to give individuals a depth insights into what motivates and inspires them.The test can also increase organizations’ understanding of their culture and how they can motivera their employees in ways that can bring significant changes within the company. ”

Reece Akhtar, head of research at the American company Deeper Signals and one of the creators of MATCH-V


Our recommendation is that in a selection process you test personality and problem-solving ability first, because it is more stable and stronger predicts work performance. Then you should look at values.

You can also work with MATCH-V as a tool for candidates to be able to test if they match your culture before they apply for a job with you, but then the test will rather be part of the attraction work.

Based on your strategy and your goals as well as your core values. Gather a group employees with good insight into the business and let them evaluate the organization individually and then discuss a common solution.

A culture is something that is shaped by the employees in the company and is lived every day, in all our collective behaviors. If you want to make it visible and define a future desirable culture, you should involve the organization through a survey but also have a dialogue about which behaviors become critical fragments.

This can be done both through workshops and surveys – Assessio can support both processes with a “train-the-trainer” and as a workshop leader.

No, it is not really that easy. A strong culture can as well be destructive or homogeneous. It is rather use of objective, accurate and non-discriminatory assessment in selection situations (both internal and external recruitment) that increases diversity. We recommend all organizations to work competence-based in selection processes and recruit on potential rather than previous performance.

What MATCH-V adds is an opportunity to match the candidate’s own values towards the organizations. It is a method for ensuring a future well-being in the environment you step into.

Diversity is created through personality and capacity tests, such as Assessios MAP and Matrigma. When it comes to diversity it is about, gender, ethnicity and age. Through tests, diversity is also created in personality and in our behaviors.

What MATCH-V ensures is that everyone in the organization prefers to work in the same type of environment and have the same values. Employees will be more equal in what they value and how they view areas such as change, performance, collaboration and curiosity.

MATCH-V is about aligning everyone around their basic preconditions for performance and enjoyment at work, it is not about creating diversity in background, interests and appearance. MATCH-V also makes it possible to manage “culture-add” – to help raise awareness and make differences in driving forces manageable for teams and leaders in the organization.

Yes, that is right. The culture should of course be in line with and support the strategy that the organization has. Certainly, many organizations will have “cultural gaps” to work consciously with.

We have a process to try to ensure that these choices are made based on a given strategy and set goals. Becoming aware of the differences as an organization also means that you can begin the journey of learning from experience.

This is an important management question. If strategy and goals differ from the culture that the organization actually has, you will face a journey of change – and then you should match against the desired culture.

If the gaps are very large, one should still consider whether the desired culture is realistic and further adapt it. To know that, you have to do a strategic workshop based on strategy and test your employees.

A gap between the current and desired culture is a good and important dialogue to have with a final candidate to increase awareness of the environment in which the candidate can step.

The only way to ensure that is to start from strategy and goals, the right culture should foster them. You can also start from your own data from staff and culture carriers about your values. Then you can set a benchmark and let it guide the decisions you make about recruitment. Follow up KPIs such as commitment and staff turnover to ensure that you are heading in the right direction.

Absolutely! You can let all your employees do the test and thus make your current culture visible. One of the main clues with this assessment is that it should be possible to both operationalize against a given strategy and be a guide.

Yes, it will be possible to set several cultures for, for example, different departments or regions.

Right now there is a global norm group with 12,000 individuals. As soon as we receive new data, we will update it to country-specific standards.

No, MATCH-V has not been reviewed by DNV. We have validated the assessment against other tests and against the values we intend to measure – which in themselves are validated against performance. For further information, see the MATCH-V manual.

The test will be certified, but we are currently looking at a unitary strategy and have not yet chosen which certification institute we will use in the future.

Self-determination theory (SDT) is the basis and it is described in detail in the manual for MATCH-V.