MAP-X is a tool that provides a picture of an individual's risk tendencies linked to personality. MAP-X is an analytical filter for extreme behaviours and does not require any additional test. If the individual has taken the MAP personality test an analysis can be made.
MAP-X details any risk behaviors that may lead to counterproductive behaviors at work and identifies the challenges an individual may have. The tool is based on both organizational and clinical psychology, which can help individuals understand how they may be perceived by others when they are highly emotional, stressed or tired.
Data collection to support and guide decisions. Collect and reuse data to find your top candidate.
Evidence-based methods and solutions based on the latest the latest research in personality science and work psychology.
A user-friendly platform that simplifies complicated processes and decisions.
A comprehensive assessment platform that provides decision support for
in the recruitment and development of employees, leaders and organizations.
Tomas Chamorro-Premuzic, professor of organizational psychology who developed MAP-X with Assessio.
An analysis filter that detects extreme behaviors.
Being detail-oriented, focused and goal-oriented are in themselves positive qualities in most contexts. But getting bogged down in details, becoming so focused on the task at hand that the environment is forgotten and setting unattainable goals can, in some situations, be downright destructive. A positive behavior turns into a negative behavior if we do it too much, too often and with too much intensity. But even a total absence of behavior can also have at least as negative consequences as not speaking up when needed or acting when others hesitate. All individuals can exhibit risk behaviors in extreme situations, where they are stressed, pressured or otherwise negatively affected.
MAP-X is a tool designed to provide in-depth information about the final candidates in a recruitment process. It can be used for an in-depth interview. Data from MAP-X can also be used further in the onboarding where the report serves as an excellent tool for the candidate himself but also the recruiting manager to take a closer look at to get to know each other together.
MAP-X can provide that extra information in the recruitment process that is often missing and that can help us to make the best possible decision and that this information becomes even more important when we are hiring leaders or people with a lot of influence afterwards.
Our platform contains extensive data and the tools you need for a more efficient organization. And it is constantly evolving, always in close cooperation with you as a customer.
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Here are the answers to the most frequently asked questions.
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A risky behavior occurs when a person does too much or too little of an otherwise desirable behavior. This usually happens when we are not ourselves, such as when we are tired, hungry, emotionally affected or when we have become irritated and frustrated. Then it is much easier for our wall to break and we behave in a way that harms ourselves or our environment.
A good example to illustrate this is the purposefulness scale in MAP. A person with a high degree of purposefulness is likely to be more ambitious, driven, detail-oriented and structured. Generally speaking, behaviors that are often sought after in many roles. However, if these behaviors are done too often, in too many situations and with too much intensity, they risk being perceived as the person in question being overly ambitious and setting unrealistic goals, detail-oriented to the point where projects can't move forward because everything has to be perfect and the structure set up stifles creativity. The same basic behavior but completely different outcomes. We can also turn the scale around and take the example of a person who has a lower level of goal orientation. Positive characteristics associated with it are flexibility, the ability to change focus quickly and a more light-hearted approach to goals and structure. These are behaviors that can be highly desirable in a changing and volatile work culture. But, again, frequency, intensity and duration can affect how these behaviors are perceived by others. The spontaneous, flexible side can turn into being perceived as unstructured, impulsive and procrastinating. In other words, a behavior becomes risky if it is done too much or too little in relation to what is reasonable in the context.
Most often, our risk behaviors tend to be closely linked to the personality traits that are most prominent in us. In other words, we usually overuse what we are already close to behaviorally. If I'm an extrovert who often handles situations or solves my problems by being social, happy and pleasant, that's often what I'll use in a situation where I feel cornered or stressed. We go to our strengths when we need them the most. The problem is when we overuse them and our charismatic and social qualities become attention-seeking, dominant and superficial instead.
An important thing to remember when working with MAP-X is that the risky behaviors we may see in our candidates or employees are not behaviors we will see all the time, every day. Rather, they are likely to be very few situations and very rare. After all, it is a risky behavior and not an everyday behavior we are investigating. Most often, they occur in situations where we stop making an effort to behave well. When we let our guard down. This happens, for example, when we are:
- Tired and sleeping badly
- Not eating enough
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When we are stressed and do not have the resources to deal with our environment
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When we are under the influence
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When we are very relaxed and 'on our own'
- When we are tense and expectant
This increases the risk of our risky behaviors bubbling to the surface. They can also emerge when we have unrealistic expectations of how others should treat us - for example, a new boss who has a view of leadership that is not in line with the environment, and in that clash, a distorted view of reality can arise that can lead to certain behaviors being reinforced.
When interpreting the results, we need to keep this in mind. If a candidate has an outcome for a risky behavior, it does not mean that the person will act that way, it means that they MAY risk acting that way if several factors arise that make the wall break.
What makes MAP-X unique is that it is entirely based on MAP data and does not require a separate test. This means that candidates who have previously taken the MAP can also look at the MAP-X results retroactively. Simply explained, MAP-X is based on an algorithm where we have identified specific statements, or items as it is called, in MAP that correlate to a greater extent with possible risk behaviors. In this way, we can use the data from MAP to form an idea of a candidate's possible risk behaviors.
MAP-X is validated and tested, which means that we can be more confident about potential risks. The algorithm identifies exactly how a candidate has answered unique statements and provides a risk profile.
Want to know more about our platform? You will gain insight into how the tool can ensure sustainable processes for the recruitment and development of employees and leaders - and thus also your organization.
