Assessment Frequently Asked Questions

Their methodology is scientifically grounded and fuelled by a passion for how objective insights about personality can be used to better help and understand people and organisations. Over 60 years of research has been applied in the creation of Assessio’s tools, and they have all been externally certified by DNV-GL to verify their validity and reliability.

Assessio’s tools have been designed by world leading research teams based on verified science, using cutting-edge innovation and best-in-class psychometrics to develop the Assessio assessment suite, that is fit for both the ‘now’ and the ‘future of work’ with a philosophy of ‘zero talent waste’.

MAP:

• A comprehensive personality test that measures individual characteristics and predicts behaviours critical for working life. MAP is used for screening, selection and development of personnel.
• Based on the Five Factor Model, the most empirically robust and well documented approach to measuring personality. MAP predicts workplace behaviour and outcomes, such as job satisfaction, leadership and sales performance.
• Provides unbiased information on personal characteristics that are difficult to discern through conventional selection methods such as interviews or CVs.

MAP-X:

• Measured by the MAP assessment, Map-X measures personality at its most extreme and describes how these traits may be reflected in counterproductive behaviour at work. MAP-X is used for screening, selection and development of personnel.
• Also based on the five-factor model of personality (the most empirically robust approach to measuring personality traits today) and builds on candidates MAP results by identifying how their normal personality can change when they are not at their best and lead to reduced performance or reputational damage.
• Provides an objective decision-making basis for choosing between candidates and  creating high-performing teams by identifying destructive leadership behaviours, and providing insights into an individual's specific challenges.

Match V:

• Measures an individual's values and driving forces to understand what they need to feel engaged and happy at work.  MATCH-V is used for screening, selection and development of personnel as well as better understanding and defining an organisation’s cultural profile.
• Based on the internationally regarded motivational theory “self-determination theory”, which measures motivational factors and cultural preferences.
• Provides objective and theoretically driven information to identify whether employees are driven by things consistent with the cultural profile of the

Adaptive Matrigma:

• A cognitive ability test that measures fluid intelligence (GMA), a person’s ability to quickly identify patterns and logical rules as well as problem solving ability.
• Cognitive ability concerns, among other things, a person’s aptitude for logical reasoning, critical thinking and the ability to grasp new and complex information. These components are critical for problem-solving and are increasingly important in the fast-paced world of work.
• Using Matrigma for selection gives clear benefits in the form of increased performance potential and reduced employment risks.

Personality assessments rely on two types of responses: self-report and self-presentation. Direct, objective reports about yourself are known as self-reports; when you frequently endorse items such as 'I want to be successful', research has shown that you will be seen to be competitive. Indirect, impression-forming reports are known as self- presentation; those who frequently endorse items such as 'people really care about one another' are more likely to be seen as trusting than those who do not.

These assessments were developed by research that links assessment items (questions) with observations of performance and behaviour of working adults. The way you answer the question predicts the way in which others are likely to describe you (and thus interact with you). The assessments are based on two well-known and researched theoretical constructs, the Five Factor Model of personality and Self-determination theory.

Assessio led the global standard for predicting job performance, building on a reputation of innovative scientifically-based personality assessment solutions for business and industry. 

Assessio assessments and peer (academic) research can demonstrate how personality factors influence organisational effectiveness, and that personality testing effectively predicts job performance.

• Predictive- Assessio assessments are based on subjective and objective indicators of job performance. Validation studies have demonstrated superior predictive validity regardless of job, job family or industry.
• Effective– Assessio assessments help organisations measurably improve the quality of their hiring decisions resulting in reduced turnover, decreased shrinkage, increased customer service and satisfaction ratings, increased sales, reduced accidents and reduced workers compensation claims.
• Defensible- Assessio assessments do not produce an adverse impact based on gender, age or ethnicity.

Language specific norm groups are available for the language versions: English, Finnish, Norwegian and Swedish as well as a composition of all the groups combined called International. The local norm groups consist of data only from respondents who have completed the language version of MAP corresponding to the respondents’ chosen native language. The English language norm group is comprised of 3,919 people from a global population group.

Winsborough and Assessio are in the process of collecting data for a New Zealand / Australasian norm group. To date we have around 800 local assessment results for this norm sample, comprised predominantly of public and private sector working adults.

You will have received an email with a link to complete the personality assessments online. Each of these takes approximately 10 - 15 minutes to complete, but are not timed.

Personality assessments are designed to look at the patterns of your feelings and moods - so although your feelings and moods fluctuate they will not drastically affect the results of your assessments.

Yes. Research indicates there is no adverse impact by age, race, ethnicity or gender. This means that there is no disparity in selection for hiring or promotion that disadvantages individuals of a particular age, race, ethnicity or gender. We ask for this information from you when you complete the assessments, to enable further research to keep reviewing and checking that the assessments remain fair.

The test taking process can be more difficult for individuals who have visual, motor or neurological impairments, and so we recommend you speak to the organisation requesting you to complete these assessments to understand what support and accommodations can be made to best meet your needs.

No. Personality assessments tell us about general patterns of thought and behaviour that are likely to be obvious to people you work with regularly. Further, these assessments comply with fair employment practice legislation and do not ask about religious beliefs, physical disabilities, sexual attitudes, drug use or criminal behaviour.

No. Personality assessments measure where you sit within the normal range of personality - for example whether you are more, less or just as composed as other working adults. (If you want to find out if you are crazy you will need to complete a highly specialised test such as the Minnesota Multiphasic Personality Inventory (MMPI), which cannot be used for employment decisions).

There are many ways in which personality data can be used to improve an organisations' performance. Assessio have more than six decades of research and experience dramatically reducing turnover and increasing productivity by helping businesses hire the right people, develop key talent, and evaluate leadership potential.

Please check with the organisation requesting you to complete your assessment and the consenting procedures asked of you at the beginning of your assessment.

Typically, assessment results are used to build a picture about you, usually in conjunction with other information such as your previous experience, to make recommendations for selection or development purposes.

Please check with the organisation requesting you to complete your assessment and the consenting procedures asked of you at the beginning of your assessment.

Winsborough will not access or share your information unless requested, though we will use anonymised assessment data for research and norming purposes as per the consenting conditions you are asked to agree to at the start of the assessment process.

No. We recommend to hiring managers that all assessment results are considered alongside other information such as past experience, referee checks and interviews.

Please check with the organisation requesting you to complete your assessment.

Winsborough stores personal information with the following sub-processors servers within and outside of New Zealand, AWS, Google Drive, Hubspot, and Webdrive. As part of working with us you may also enter personal information directly into one of our partner systems, including Assessio. We conduct risk assessments of all these providers to ensure they are processing your information in accordance with the Privacy Act, General Data Protection Regulations and other applicable privacy and data protection laws.