Matrigma
Matrigma is Assessio’s general mental ability (GMA) test. It uses non-verbal matrix problems to measure how effectively a person handles complexity, reasons abstractly, learns patterns, and applies knowledge to unfamiliar tasks—capabilities linked to performance across roles and industries. Matrigma is available inan adaptive version (Adaptive Matrigma) that tailors item difficulty on the fly.
Where you’ll use it in Assessio Platform
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Recruitment module: screening and/or together with MAP (and Match-V) to get competency and job match scores.
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Development module: objective signal of problem-solving capacity to complement other psychometric, behavioral and feedback data (e.g., Competencies, Learning Agility, Leadership Feedback).
What Matrigma measures (plain English)
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Abstract reasoning & pattern detection (spot the rule, apply it).
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Learning and transfer (use what you learned in a new item).
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Work with novelty & ambiguity (choose the logical option when the rules aren’t spelled out).
These are the core elements of GMA, a well-established predictor of job performance.
How it works
Format & timing
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Matrix items with multiple-choice responses.
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Adaptive Matrigma: up to 12 minutes, with per-item time limits and smart item selection (computer-adaptive testing).
Scoring
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Results are reported on the C-scale (0–10; mean 5, SD 2) with bands for Low / Average / High relative to the norm group. In Adaptive Matrigma, the adaptive “theta” estimate is translated to a C-score, so scores are comparable with classic Matrigma.
Why adaptive?
Adaptive Matrigma is built on Item Response Theory (IRT). It selects items based on their difficulty, discrimination, and guessing parameters to estimate a person’s level efficiently (with a short warm-up phase to keep the experience fair).
Administration & setup (good practice)
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Delivery: web-based via Assessio (or API).
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Environment: quiet setting; stable internet; full-size computer recommended.
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Supervision: allowed unsupervised, but supervised conditions are recommended when stakes are high or to confirm suspicious results.
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Candidate comms: explain purpose, device guidance, data use, and feedback plan.
Interpreting results
Do
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Read bands as probabilities, not absolutes.
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Combine with role lens (job-specific behaviors), MAP (personality), and Learning Agility (how they learn).
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Use structured rubrics for decisions.
Avoid
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Over-weighting tiny differences (treat close C-scores as equivalent).
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Using Matrigma as a single-metric gate.
Reports you’ll see: interpretive insights for admins and a candidate feedback view, both generated automatically after completion. Project views support ranking by C-score when comparing candidates.
Example use cases
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Recruitment for (complex) roles: prioritize candidates likely to ramp quickly in new, ambiguous problem spaces.
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Mobility & development: identify employees who may adapt faster to expanded scope or new roles; pair with targeted onboarding.
FAQ
Is Matrigma language-dependent?
It’s non-verbal matrices, minimizing language load—useful for international processes.
How long does it take?
Adaptive Matrigma runs in under 12 minutes with per-item limits.
Can people “practice” to game it?
Familiarity with the format helps comfort, but scores reflect underlying reasoning level estimated across many parameterized items.
How should we set thresholds?
Use bands aligned to job complexity, and always combine with other evidence (lenses, structured interviews, work samples).