Personality Map Matrigma

The MAP (Motivation, Ability, and Personality) framework and the Matrigma Test are both tools often used by Assessio but are designed to measure different aspects of an individual’s capabilities and fit for a job role.

Matrigma Test

The Matrigma Test focuses on cognitive ability, specifically general mental ability or “G.” It’s designed to gauge an individual’s logical reasoning skills, problem-solving abilities, and capacity to make accurate decisions based on incomplete information. This test does not assess personality traits or motivational factors.

MAP Framework

The MAP framework aims to assess three major elements:

1. Motivation: What drives an individual in their work, what kind of tasks or roles they’re most inclined to be passionate about, and what conditions optimize their performance.
2. Ability: This is more in line with what Matrigma aims to measure. Ability refers to the skills and competencies that an individual possesses or can learn. It’s about how well someone can execute tasks and solve problems.
3. Personality: This dives into behavioral tendencies, interpersonal interactions, and emotional regulation. It may touch on aspects like openness, conscientiousness, extraversion, agreeableness, and neuroticism, which are often covered in the Big Five personality model.

Personality and Matrigma in a Hiring Context

Although the Matrigma Test and MAP-based personality assessments measure different aspects, they can complement each other well in a comprehensive hiring process. While Matrigma might be used to filter candidates based on cognitive abilities essential for the role, the MAP framework can give a more rounded view of the individual, assessing whether they will fit into the company culture, if they’re likely to be motivated in their role, or if their personality aligns with job requirements.

Conclusion

Both the Matrigma Test and the MAP framework are tools that can provide valuable insights into an individual’s fit for a specific job role or organizational culture. Matrigma focuses on the cognitive abilities required to perform tasks, whereas MAP provides a broader view by considering motivation and personality as well. In many modern recruitment processes, these kinds of assessments are used together to provide a more comprehensive understanding of a candidate’s potential.