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QUICK GUIDE

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INTRODUCTIONMatrigma is a high quality psychometric test used for measuring cognitive ability for the purpose of predicting career success and job performance. Cognitive ability concerns, among other things, a person’s aptitude for logical reasoning and ability to grasp new information, which are critical for accurate problem solving and increasingly important in the world of work. The test results will help you predict behaviours such as critical reasoning skills, clear thinking, learning skills, and sound decision making. Candidates with a high score on Matrigma are frequently rated as high performers at work. They are effective in dealing with complex job tasks, require less attention from their supervisors, and handle high-pace work contexts well.

Matrigma will make a measurable contribution to improved employee selection and recruitment. Whether testing is implemented as part of an organizational assessment strategy or used on single occasions, Matrigma clarifies and pinpoints fundamental qualities of business related problem solving and demands that are faced on a daily basis.

Matrigma is a modern and secure test consisting of nonverbal matrix-type problems. It is a high quality psychometric tool that has been developed to be used in the business community.

FACTS ABOUT MATRIGMA• An online test with a 40 minute time limit

• 35 items of increasing difficulty

• Based on decades of research on cognitive ability and job performance

• Non verbal matrix problem type

• Frequently integrated in applicant tracking systems for use early in the recruitment process

• High degree of test security through randomization of test forms and response alternatives

• The system supports both supervised and unsupervised testing

• International norm group with almost 6 000 candidates. The norms were collected in a work life context, for instance during a recruitment process

• Available in over 25 languages in over 30 countries

• Exclusively used for selection and recruitment purposes

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UTILITY• Matrigma is a powerful predictor of a range

of behaviours related to job and training performance. Individuals with higher results on Matrigma learn faster and acquire more job knowledge than their peers

• Individuals with high scores tend to understand difficult, abstract and unstructured issues better and more quickly than others and adapt better to changes in their job tasks and activities. High scorers are typically viewed as efficient, creative and flexible in their problem solving

• Matrigma predicts successful behaviours for highly complex job tasks. Individuals receiving high results tend to develop into more complex jobs and to get offered to take on more demanding assignments. A lower cut off score can be used for low complexity jobs

• Low scorers are often performing at their best in situations and on job tasks where they can depend on previous experience, rather than in new, unknown situations. They are frequently seen as more practical in their problem solving. The ability to improvise and to quickly find the most effective solution to a problem can be challenged in novel situations

• Follow-up studies demonstrate how Matrigma can make a measurable contribution to predicting performance at both the managerial and co-worker levels. For instance, Matrigma explains successful behaviours for both highly qualified managers as well as for call centre operators

REPORTS AND INTERPRETATION OF RESULTSThree reports are generated upon the assessment. The Project report is a group and administration report that gives an overview of a candidate in relation to other participants in a project. This report can be used for ranking purposes. The Interpretive report is used for feedback and the Your result report is designed to be used as written feedback to the candidate.

The result on Matrigma is transformed into a C Score. The C Score ranges from 0 to 10 with an average of 5 and a standard deviation of 2. 0-3 is considered a low result, 4-6 an average and 8-10 a high result. In selection processes, high scores are always considered as more favourable than low scores.

ADMINISTRATIONMatrigma is administered online and can be taken by large groups of candidates at a time as well as by individuals. The web system is a secure assessment platform where Matrigma can be completed at any time of the day anywhere in the world in many different languages. Reports from Matrigma are generated instantly upon completion.

4Matrigma Interpretive Report© 2011 Assessio International AB

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Low scoreLow scoreLow scoreLow score Average scoreAverage scoreAverage scoreAverage score High scoreHigh scoreHigh scoreHigh score

RESULTRESULTRESULTRESULT

Result for Mari Mari is: 8 scores.Result for Mari Mari is: 8 scores.Result for Mari Mari is: 8 scores.Result for Mari Mari is: 8 scores.Please refer to the gray-colored area of the normal distributioncurve.

The test score can vary between 0 and 10 and is presented below in thenormal distribution curve. The normal distribution curve represents thedistribution of scores in the norm group, a group that is representative of thepopulation. It is most common to achieve scores within the middle intervalof the normal distribution and less common to achieve low or high scores,i.e., in the interval at the extreme left or right tail of the curve.

The candidate’s score is marked as the gray-colored intervalof the normaldistribution curve surrounded by the measurement error interval of ± 1 testscore. The interval represents the individual test score and measurementerror with a confidence level of 95 %. This means that the marked scoreinterval will coincide with the individual’s “true score” with a probability of95 %. Scores are interpreted as high, average or low.

Low comprises the 16% who achieved the lowest results, a score between 0 and 3.

Average comprises the 68% of the norm group who achieved average results, ascore between 4 and 6.

High comprises the 16% who achieved the highest results, a score between 7 and10.

5Matrigma Interpretive Report© 2011 Assessio International AB

High scoreHigh scoreHigh scoreHigh score

Candidates who achieve high scores, a score between 7 and 10, easily solve

problems that require a logical deductive ability. They will probably familiarize

themselves with their work tasks quickly and perform at an above-average level in

all kinds of jobs. They manage well in complex jobs that make great demands on

their problem-solving ability and their superiors probably perceive them as more

efficient than those with lower test scores. If they can also display

conscientiousness in their job, they will probably prove an asset to their

organizations.

Average scoreAverage scoreAverage scoreAverage score

Candidates who achieve average scores, a score between 4 and 6, have an average

ability to solve problems that require a logical deductive ability. They will probably

familiarize themselves with their work duties at a normal pace and also perform

their work at a medium level in most kinds of jobs. They manage well in jobs that

make average demands on their problem solving ability.

Low scoreLow scoreLow scoreLow score

Candidates who achieve low scores, a score between 0 and 3, find it hard to solve

problems that require a logical deductive ability. They will probably need

somewhat longer time to familiarize themselves with their work duties and are

likely to perform somewhat below average in most kinds of jobs. They manage

better in less complex jobs that make lower demands on their problem-solving

ability. They are probably perceived as requiring longer experience of the work

duties that they are to perform in order to reach the same level of performance as

those with higher test scores. However, such individuals can sometimes

compensate for their lower scores through a high level of conscientiousness in their

work.

ABOUT ASSESSIO

Assessio is the leading publisher of psychometric tests in the Nordic region and a consulting organization with a focus on Human Capital Management. The company has a long history of developing research-based tools for selection and development of personnel. The business was started in 1954 by the Swedish Psychological Society. In 1991, the company was acquired by Hunter Mabon, a professor in Personnel Economics at Stockholm University, and has since then evolved into an international test publishing house and modern HR consultancy organization with operations in Sweden, Norway, Denmark, Finland and the U.S. The tests of Assessio are available in over 30 countries around the world.

ASSESSIO INTERNATIONAL AB | HORNSBRUKSGATAN 28 | PO BOX 470 54 | SE 100 74 STOCKHOLM, SWEDEN

T +46 (0)8 775 09 00 | F +46 (0)8 775 09 20 | INFO@ASSESSIO.SE | WWW.ASSESSIO.COM