MAP Assessment

How Map Assessments Can Help You Select the Best Talent Available

In today’s competitive job market, employers are seeking innovative ways to identify the best talent available. Our assessment tool, map assessments, has gained popularity in recent years. These assessments provide a comprehensive overview of an individual’s skills and abilities, helping employers make informed hiring decisions.

By using this approach, employers can save time and resources while increasing the likelihood of selecting the right candidate. What makes this assessment tool unique is that it does not bill you per assessment. Your company would pay for the tool, which includes unlimited assessments. In this article, we will explore the benefits of map assessments, how they work, and how they can help you identify the best talent available. Whether you are a hiring manager or a job seeker, understanding the power of map assessments is essential for navigating the complex world of talent acquisition. So, let’s dive in and discover how this tool can revolutionise the way you approach hiring and job search.

What are Map Assessments?

Map assessments are psychometric tests that measure an individual’s personality traits and skill sets. These assessments are designed to evaluate an individual’s strengths and weaknesses, providing a comprehensive overview of their abilities. Map assessments are commonly used in recruitment and selection processes because they provide valuable insights into an individual’s potential fit for a specific role or organisation.

Map assessments are typically administered online and consist of a series of questions. The questions are designed to evaluate an individual’s role fit for a required position. Additionally, map assessments evaluate an individual’s personality traits, including emotional intelligence, work style, and communication skills.

Map Assessment Measures Conscientiousness and It’s Sub- Scales in Personality

The Conscientiousness scale describes a person’s attitude to their work and undertakings. The scale is associated with achievement and describes the way in which a person prefers to work – systematically, methodically and purposefully, or spontaneously, flexibly and with less planning. The scale also represents the underlying driving force to achieve something and measures qualities necessary for this, such as the ability to be organised, systematic, conscientious, efficient, and energetic.

1. Intensity
2. Diligence
3. Ambition
4. Self-discipline
5. Decision Making

Intensity

The Intensity sub-scale reflects the intensity with which people take on tasks and commitments. This shows how persistent one is, as well as how hard and urgently one exerts oneself to be as efficient as possible. This contrasts with being more relaxed and less anxious when getting work done. The sub-scale also reflects one’s personal feelings of efficiency and competence regarding one’s own achievements, and how important one thinks these achievements are. Notice that low scores on the scale do not mean one has low self-reliance, but rather a more relaxed attitude toward being efficient and capable.

Diligence

The Diligence subscale consists of two equally important parts. One is the degree of orderliness, and the other is steadiness and dedication. What’s more, it reflects how important it is for some people to fulfil their obligations and commitments.

Ambition

The Ambition subscale reflects the striving for achievement, the level of ambition and the demands one makes on oneself. This reflects how goal-oriented a person is, how far one is prepared to go, and what one is prepared to gamble to achieve one’s goals. Stamina and perseverance are two important aspects of this subscale.

Self-discipline

The Self-discipline sub-scale reflects the extent to which one can initiate and complete assignments or commitments, even when bored or distracted. The ability to motivate oneself is central, even when it comes to monotonous, routine work.

Decision Making

The Decision Making sub-scale describes the strategy one adopts when making a decision. The subscale measures the tendency to be thoughtful and analytical rather than spontaneous and impulsive.

How Map Assessments Help Companies Select the Best Talent

Map assessments help companies select the best talent by providing valuable insights into an individual’s abilities and potential fit within a specific role or organisation. These assessments measure an individual’s personality traits and skillsets, providing a comprehensive overview of their strengths and weaknesses.

By utilising map assessments, hiring managers can make informed decisions about an individual’s fit within a specific role or organisation. Map assessments provide valuable insights into an individual’s potential performance, enabling companies to identify candidates likely to excel in a particular role. Additionally, map assessments help companies save time and resources by identifying the best candidates early in the recruitment process. This is done by enabling companies to assess at the top of their recruitment funnel, bringing forward the objective insights into a candidate’s suitability for a role. Map is the personality measurement tool in Ascend, available for unlimited use.

Map Assessment Measures Emotional Stability  and It’s Sub- Scales in Personality

The Emotional Stability scale reflects one’s general emotional state. This means the strength with which one experiences primarily feelings such as anger, anxiety, guilt and depression, and how often one experiences these. The intensity and frequency are important, as they lay the foundations for one’s state of mind and shape one’s daily life. This includes the extent to which one has an even temperament, strong confidence, and how effective one is in managing one’s own impulses. Of central importance is also how sensitive and constructive one is when dealing with adversity and the stressful situations one encounters in life. The scale also reflects the emotional resources a person possesses for solving the problems and conflicts that arise in daily life.

1. Emotions
2. Temper
3. Confidence
4. Self-control
5. Stress

Emotions

The Emotions sub-scale is the core of the overall Emotional Stability scale. The sub-scale reflects one’s basic emotional stability: the degree of assurance felt when dealing with other people, how emotionally difficult it is to make a decision, and whether one is concerned about failure. These individuals generally regret things done in the past, rather than putting it behind them and moving on.

Temper

The Temper sub-scale reflects the tendency to feel and express irritation, and how easy it is for someone to be provoked and to lose their temper. Apart from the tendency to feel and express a general disapproval, the tendency to react with irritation, disappointment and bitterness is also measured. Note that a high score on this subscale does not measure the degree of good humour, but only the lack of a tendency to irritation.

Confidence

The Confidence sub-scale reflects the degree of fundamental self-confidence, which influences, for example, one’s ease in social situations and/or the ability to make decisions and communicate them to others. This is also where sensitivity to other people’s opinions is reflected, as well as the space one gives them and the influence they have on the individual.

Self-control

The Self-restraint sub-scale reflects a degree of control over impulses and desires. The degree of self-restraint is measured here, as well as the ability to rein in one’s impulses. Impulsiveness influences one’s tendency to act spontaneously, take risks and make rapid decisions.

Stress

The Stress sub-scale measures how tolerant one is when faced with Stress and tension, and the resources one has to manage these situations. How sensitive one is to stress determines in what phase a person reacts emotionally in relation to the people around them. An indication is provided here of how one reacts in very stressful situations, and how this is expressed through one’s behaviour and feelings.

Map Assessments vs Traditional Hiring Methods

Map assessments differ from traditional hiring methods in several ways. Conventional hiring methods rely on subjective evaluations, such as resumes and interviews, to determine an individual’s potential fit within a specific role or organisation. These evaluations can be biased and inaccurate, leading to poor hiring decisions.

Map assessments, on the other hand, provide objective data that helps hiring managers make informed decisions. These assessments evaluate an individual’s personality traits and skillsets, providing a comprehensive overview of their strengths and weaknesses. This objective data is free of bias and enables hiring managers to make informed decisions based on an individual’s abilities and potential fit for a specific role or organisation.

Map Assessment Measures Openness to Experience and It’s Sub- Scales in Personality

The Openness scale reflects the need for inner experiences, that is, emotional experiences that occur within oneself. These are sometimes stimulated by external events or activities, but can just as well be created with the help of one’s own imagination.

Openness to experience encompasses qualities such as a lively imagination, aesthetic sensitivity, sensitivity to the internal life of emotions, a predilection for variety, intellectual curiosity, and independence from other people’s views and judgments. The scale reflects whether one prefers variation, complexity and creativity, or is more interested in specific knowledge and chooses the familiar and traditional over the exploratory and unconventional.

1. Imagination
2. Aesthetics
3. Emotional Sensitivity
4. Experiences
5. Mindset

Imagination

The Imagination sub-scale reflects the extent to which one has an active imagination or is more down-to-earth, focusing on practical everyday matters. Daydreams and abstract intellectual experiments divorced from reality also fall under the Imagination sub-scale.

Aesthetics

The Aesthetics sub-scale reflects the interest in artistic and aesthetic expression. One’s interest in culture stems from a need for inner stimulation, leading to a tendency to be open to and seek exposure that provides one’s inner emotional world with new experiences. Media such as poetry, music, colour, and form are included here.

Emotional Sensitivity

The Emotional Sensitivity sub-scale reflects how receptive and observant a person is to their own moods and to the moods of those around them. This also reflects the extent to which one perceives variations in the strength and richness of one’s emotional life, as well as how important one considers an emotional life to be.

Experiences

The Experiences sub-scale shows how prepared one is to try new activities and be emotionally stimulated by the world. The search for inner experiences means that some people are more open to new experiences, whilst others remain true to their habits and need less emotional stimulation.

Mindset

The Mindset sub-scale reflects one’s degree of intellectual curiosity. This also includes one’s receptivity to new and sometimes unconventional ideas, and the readiness to consider them. Intellectual curiosity is expressed through abstract philosophical discussions, theoretical reasoning and other activities that stimulate one’s own intellect.

Advantages of Map Assessments

Map assessments offer several advantages over traditional hiring methods. One of the most significant advantages of map assessments is that they provide objective data that helps hiring managers make informed decisions. Conventional hiring methods rely on subjective evaluations, such as interviews and resumes, which can be biased and inaccurate. Map assessments provide objective, bias-free data, allowing hiring managers to make informed decisions based on an individual’s abilities and potential fit for a specific role or organisation.

Another advantage of map assessments is that they help companies save time and resources. Traditional hiring methods can be time-consuming and costly, requiring significant resources to identify and evaluate candidates. Map assessments provide a quick, efficient way to assess candidates, enabling companies to identify the best candidates early in the recruitment process.

Map Assessment Measures Extraversion and It’s Sub- Scales in Personality

The Extraversion scale measures the degree of energy with which one approaches life and thus describes the social position that one normally occupies. The scale describes one’s sociability and the need to be surrounded by other people. The scale provides an image of how someone portrays him- or herself in social situations and how others perceive him- or her. The scale not only includes the need to be seen and heard, but also whether one actually is.

The scale reflects the need to be the centre of other people’s attention and also how comfortable one usually feels with other people’s expectations. The scale also reflects the degree to which one feels comfortable with and moves among other people, including unfamiliar ones, without hindrance. Along with one’s pace of life, seeking out experiences that provide stimulation forms the core of this scale.

1. Social Need
2. Social Image
3. Pace of Life
4. Excitement Seeking
5. Cheerfulness

Social Need

The Social Need sub-scale measures one’s sociability. Interest in being with others and seeking out contexts with more than one person; it also corresponds to the need to be close to other people.

Social Image

The Social Image sub-scale describes how one approaches social space: whether one is more dominant and conspicuous or more muted and reserved.

Pace of Life

This subscale describes the energy level one has in life and the degree of liveliness, vitality, and strength expressed in one’s pace of life. This sub-scale reflects whether one is more content with a high tempo and lots of activities, or with a calmer, more relaxed pace.

Excitement Seeking

The Excitement Seeking sub-scale deals with the need for external stimulation, strong experiences and excitement. Here the need for drama and new challenges is reflected, as opposed to being calm and contented with the safety of familiar environments.

Cheerfulness

The Cheerfulness sub-scale concerns the tendency to express positive feelings such as joy, happiness, and love. This is reflected in good spirits, contentment, cheerfulness and emotion. People who are usually explicitly happy and good-humoured get high scores, while people who are less exuberant and expressive get low scores.

Understanding the Map Assessment Process

Map assessments are typically administered online and consist of a series of questions. These assessments are designed to evaluate an individual’s role fit, personality traits, and skillsets.

The map assessment process typically begins with an invitation to complete an online assessment. Once the evaluation is completed, the data is analysed to create a comprehensive report that provides insights into an individual’s abilities and potential fit for a specific role or organisation

Map Assessment Measures Agreeableness  and It’s Sub- Scales in Personality

The Agreeableness scale reflects how one interacts with other people. This is shown in one’s degree of trust in other people, whether one generally views other people as basically good, and the desire to help and to be there for other people. This scale reflects a genuine likeableness, in the sense that a person is straightforward and honest with others, even if this makes them appear less accommodating. What is central to the scale is the emotional depth typical of a person’s relationships, and the ability to express affection and tenderness towards those around.

1. Trust
2. Communication
3. Altruism
4. Compassion
5. Affection

Trust

The Trust sub-scale reflects one’s confidence in others and how easily they trust others. This reflects the individual’s view of humankind and the intentions of those around them. The sub-scale also reflects whether a person, for the most part, sees the best in others or is more sceptical and reserved.

Communication

The Communication subscale reflects how a person shapes their communication with others. Do they communicate directly and straightforwardly, or do they prefer to be more careful and perhaps not as clear? Their communication style characterises these individuals’ relationships with others and provides information about their interpersonal nature over both short- and long-term periods.

Note that people with low scores are often described as less able in the short term, whereas people with high scores may be described as less able in the short term but genuinely able in the longer term.

Altruism

The Altruism sub-scale reflects the need to exist for others and to help them. This depicts the tendency to put one’s own needs aside to help people in need.

Compassion

The Compassion sub-scale reflects the degree of sympathy and compassion one has for others. This is expressed in how easily other people’s problems and needs touch one, and in the extent to which one tends to become emotionally involved in them. Compassion is about genuine concern and care for others.

Affection

The Affection sub-scale reflects the degree to which a person’s relationships are characterised by affection, love, tenderness and friendship, as opposed to restraint and reservation. The degree of affection encompasses qualities important for the opportunity to have intimate relations.

Preparing for Map Assessments

Preparing for map assessments is essential for achieving the best possible results. To prepare for a map assessment, individuals should familiarise themselves with the types of questions and tasks that may be included. This can be done by practising with sample questions and online tasks.

Additionally, individuals should ensure that they are well-rested and in a calm state of mind before taking the assessment. This can help reduce anxiety and improve performance.

How to Interpret Map Assessment Results

Interpreting map assessment results does not require an understanding of the data and insights provided in the report. Hiring managers will receive a competency report derived from the MAP assessment. Still, review the report carefully, focusing on an individual’s strengths and weaknesses, as well as their potential fit for a specific role or organisation.

Individuals taking a map assessment should review the report carefully, focusing on their strengths and weaknesses. This can help them identify areas for improvement and focus on developing their skills.

Conclusion: Is Map Assessment Right for Your Business?

Map assessments are a powerful tool that can help companies identify the best talent available. By providing objective data on an individual’s personality traits and skill sets, map assessments help hiring managers make informed decisions and save time and resources.

If you’re considering using map assessments in your recruitment and selection process, it’s essential to understand their benefits and limitations. Additionally, it’s crucial to choose a map assessment provider that aligns with your company’s values and goals. By understanding the power of map assessments and selecting the right provider, you can revolutionise the way you approach hiring and talent acquisition. We suggest using MAP in conjunction with the Non-Verbal Mental Ability Assessment Matrigma to achieve the best overall results.