OutMatch is a very good tool, and I think it's among the best in this field, but it needs updating and it needs more development. The development plans have not been updated in at least ten or twelve years. I have met with OutMatch personally, as I was responsible for translating the solution into Arabic for them. This included the test, as well as the report and other materials. The biggest lesson that I have learned from using this solution is that OutMatch has great potential. It can be used in many things, even in constructing teams. It helps you construct the work teams in a very good way. For example, I'm interested in helping companies and certain types of organizations learn how to construct a task force. Especially, when their job is critical. For example, in the case of what we call crisis management, they should have a task force for that and it should include people of different technical backgrounds and experiences. At the same time, it should include people of different personality tendencies because in some areas you need a diverse set of committee members. You need some who tend to be pessimistic, some who tend to be anxious, and other crew members who are optimistic and anxiety-free and relaxed. I want both in dealing with an expert team that deals with disasters. I want those who are very practical and those who are very imaginative. I love the composition, how to compose or select people for specific purposes, especially when they are very senior. Sometimes you have seniors who are CEOs of different branches. You have all different departments, different companies sometimes. I'm interested in crises that have a medical aspect. For example, in a case where the hospitals will receive hundreds of people who are seriously injured and in a very short time, the health system can react and proact in a good way. The OutMatch survey can help consultants when it comes to guiding the construction of such a taskforce. This is a good solution for some environments, but I realized that it wasn't open to being realized in the Arab world, at least for the time being. My advice for anybody who is considering this solution is to look at their clients. If they are Arab clients who are living in Arab countries then they will be better off with another solution. If they do use OutMatch then they have to recognize the challenges. For people who are in European countries, North and South America, or Asia, then I would recommend OutMatch. Overall, this tool is good, but it would be excellent with the proper updates. I would rate this solution a seven out of ten.
Talent Acquisition tools provide comprehensive resources for attracting, selecting, and onboarding the right candidates efficiently. Leveraging data-driven insights, these solutions streamline recruitment processes and improve workforce quality.Talent Acquisition involves innovative tools that enhance recruiters' ability to source high-quality candidates. By integrating with existing HR systems, these solutions offer an intuitive and seamless approach to managing candidate relationships. Deep...
OutMatch is a very good tool, and I think it's among the best in this field, but it needs updating and it needs more development. The development plans have not been updated in at least ten or twelve years. I have met with OutMatch personally, as I was responsible for translating the solution into Arabic for them. This included the test, as well as the report and other materials. The biggest lesson that I have learned from using this solution is that OutMatch has great potential. It can be used in many things, even in constructing teams. It helps you construct the work teams in a very good way. For example, I'm interested in helping companies and certain types of organizations learn how to construct a task force. Especially, when their job is critical. For example, in the case of what we call crisis management, they should have a task force for that and it should include people of different technical backgrounds and experiences. At the same time, it should include people of different personality tendencies because in some areas you need a diverse set of committee members. You need some who tend to be pessimistic, some who tend to be anxious, and other crew members who are optimistic and anxiety-free and relaxed. I want both in dealing with an expert team that deals with disasters. I want those who are very practical and those who are very imaginative. I love the composition, how to compose or select people for specific purposes, especially when they are very senior. Sometimes you have seniors who are CEOs of different branches. You have all different departments, different companies sometimes. I'm interested in crises that have a medical aspect. For example, in a case where the hospitals will receive hundreds of people who are seriously injured and in a very short time, the health system can react and proact in a good way. The OutMatch survey can help consultants when it comes to guiding the construction of such a taskforce. This is a good solution for some environments, but I realized that it wasn't open to being realized in the Arab world, at least for the time being. My advice for anybody who is considering this solution is to look at their clients. If they are Arab clients who are living in Arab countries then they will be better off with another solution. If they do use OutMatch then they have to recognize the challenges. For people who are in European countries, North and South America, or Asia, then I would recommend OutMatch. Overall, this tool is good, but it would be excellent with the proper updates. I would rate this solution a seven out of ten.