Service and Integrity screening (MAP-E)
Provide fast, defensible screening signals for service potential and integrity using short-form personality data (MAP-E) mapped to Assessio’s performance model. These are delivered as single screening lenses you can add to a recruitment.
What these lenses are
Criterion-Oriented Personality Scales (COPS).
Instead of using broad Big Five domains directly, COPS combine specific trait facets into job-relevant composites with higher predictive value for targeted outcomes (e.g., customer service, integrity/dependability). In research, such composites typically outperform individual traits and approach general mental ability (GMA) in predictive strength for specific criteria.
The two screening lenses
1) Integrity (Dependability & Rule-honoring)
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Construct: “Willingness to follow rules, internalized values, norms, expectations.”
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MAP-E drivers: Emotional Stability (primary), Conscientiousness and Agreeableness (supporting). Extraversion and Openness do not contribute.
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Interpretation: Higher scores indicate a stronger tendency to act reliably, honor commitments, and respect standards and policies.
2) Service (Customer value & prosocial service style)
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Construct: Potential to satisfy, surprise, and delight customers—going beyond expectations.
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MAP-E drivers: Conscientiousness (primary), then Agreeableness and Extraversion, followed by Emotional Stability, and finally Openness.
Note on GMA: The algorithm is adapted so it works without Matrigma; weights compensate for the absence of a GMA component.
When to use them
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High-volume screening where you need quick, comparable signals before deeper assessment.
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Customer-facing roles (Service lens) or trust/controls-sensitive roles (Integrity lens).
These lenses are additive—they complement role lenses, interviews, and work samples. They should not be used as the sole decision criterion.
What candidates do (input)
Complete MAP-E (short form of MAP). No additional tests are required for these two screens.
What you see (output)
A single screening score per lens (e.g., Service Score, Integrity Score) plus big-five scores.
How the scores are built (plain English)
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MAP-E scales are standardized.
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Each lens applies validated weights to relevant domains/facets (see “drivers” above).
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The weighted pattern is transformed to a single score indicating the likelihood of the target tendency (service excellence or integrity).
Good practice (set-up & cutoffs)
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Benchmark first. Review historical distributions and set bands (e.g., “monitor,” “consider,” “strong match”) rather than hard cutoffs whenever possible.
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Combine with evidence. Pair with job-relevant role lenses, structured interviews, or work samples—especially for borderline scores.
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Mind the role. A high Service score is valuable in client-facing roles; Integrity is broadly valuable where compliance, safety, or fiduciary trust matter.
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Document usage. Record why you applied a band or exception.
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Avoid single-metric rejection. Use holistic judgments and provide a route for additional evidence (e.g., work sample, reference).
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Re-evaluate bands periodically as your population shifts.
FAQs
Do we need Matrigma (GMA) for Service?
No. The Service algorithm here is personality-only and adjusted for the absence of GMA.
What if a candidate “games” MAP-E?
COPS rely on patterned responses across items; isolated impression management rarely replicates the composite shape driving these lenses. Use interviews/work samples to corroborate.
Can we combine both lenses?
Yes—many customer-facing roles benefit from both. Review each score independently, then apply your selection rubric.