MAP3 for Recruiting Managers
If your clients or hiring managers are in need of information about MAP3, you can use this material!
MAP 3
We are now launching the most ambitious update ever to the MAP personality test! The result is an even more accurate and robust personality test that is tailored to today's labor market conditions. Over the past year, we have tested over 700 new questions on more than 15,000 people and updated MAP to make it even stronger for the future.
What will happen now?
MAP3 will be used in all recruitments created after June 10th. If candidates from previous processes are added to a new recruitment created after June 10th, they will be asked to complete MAP again and will not be able to reuse their previous results.
If a new candidate is added to a recruitment process created before June 10th, the previous version of MAP will be used.
Employees in the development module will be asked to complete the updated version of MAP to ensure the best possible foundation for their future development processes. Their goals and actions will remain intact and can, of course, be updated when they choose to do so.
Why should psychometric tools be updated?
As a provider of psychometric assessments, we see it as our responsibility to ensure that our tests are continuously updated and maintained – aligning with changes in the labor market and society, as new research sheds light on the field, and new methods enable even more accurate assessments.
Listen to Helene Hoppe Revald, Director of Psychometrics, talk about the importance of continuously updating psychometric tools.
What is the difference between MAP and MAP3?
Listen to Emilia Kristiansson, Head of Expert Services, talk about how MAP3 differs from the previous version of MAP.
Interpretation of Results
In MAP3, the content of four facets has been substantially changed and one facet has been replaced, mainly to avoid overlap between facets and to ensure that MAP is a true measure of the five factors. On the left, you can see an overview of the new and revised scales in MAP3.
Overview of Changes in Facet Names and Content
Interpretation guide for MAP3
Resources
All information about MAP3
Do you want an overview of all relevant information regarding MAP3? Download it here!
MAP3 Technical Manual
Of course, MAP3 comes with an updated Technical Manual. Download your copy here!
Frequently asked questions
Practical Information
How does the update affect ongoing projects?
MAP3 does not affect recruitments that have already been created in the platform. When you invite new candidates to older projects (where the old version of MAP is used), the candidate will complete the old version of MAP. You will be able to invite new candidates to open recruitments throughout 2025. After that, recruitments using the old version of MAP will be closed.
Will we still be able to use the old version of MAP?
In recruitments you’ve already started, the old version of MAP will continue to be used throughout 2025. The cut-off date for when the old version of MAP will be phased out will be communicated in the platform closer to the time. All new recruitments started after the cut-off date will use MAP3. You will not be able to start new recruitments with the old version of MAP.
Can candidates reuse their old test results?
If the candidate has completed the old version of MAP, they cannot reuse those results in recruitments that use MAP3. The candidate will need to retake the test.
Will candidates’ old MAP results still be available?
Yes. Candidates’ results are deleted according to the settings you’ve made in the platform. The default setting is that results are saved for two years.
Will Matrigma or Match-V be affected by the update?
No, our other tests are not affected by the update. Candidates can reuse their Matrigma and Match-V results as usual.
Will Learning Agility or MAP-X be affected by the update?
Since both Learning Agility and MAP-X are insights that are based entirely or partly on MAP, these insights will be based on MAP3 in all recruitments that use MAP3. However, we have not made any major changes to the algorithms for Learning Agility or MAP-X.
Test Results and Match Scores
Will the changes affect the match scores in any way?
No, neither competency scores nor match scores will change significantly.
Are there any changes to the composition of competencies or lenses?
No, both competencies and lenses will retain the same composition and weightings.
How many scales have been changed?
The five factors remain the same and measure the same constructs. At the facet level, some modifications have been made: 12 facets have been renamed, 4 have been updated in content, and 1 facet is completely new. If you want more detailed information about the specific changes and how to interpret the new results, visit the tab “Interpretation of Results”.
Is the test still DNV-certified?
Yes, MAP remains DNV-certified.
Do we need to communicate anything specific to customers/hiring managers?
If you don’t usually discuss scores on specific subscales with clients or hiring managers, you don’t need to communicate anything special. If you believe your clients or hiring managers need information about the update, you can use the material under the “Resources” tab.
Do we need to communicate anything specific to candidates?
No, you do not need to communicate anything specific to candidates.
If a candidate who has previously completed MAP has questions about why they need to retake the assessment, you can communicate the following:
"Since you last completed the personality assessment MAP, it has been revised and updated, which means you will need to retake the test. MAP still measures the same traits as before, but it is now designed to better fit a work-related context. Some of the test items will therefore be new to you, and don’t be surprised if your results differ somewhat from your previous MAP results."
Does the improvement of MAP mean the old version was bad?
No. Think of it like the latest model of your mobile phone! A phone manufacturer doesn’t consider development finished once a new model is released — they immediately start planning what to improve for the next model. Similarly, psychometric assessments need continuous review, updates, and improvements as society, the job market, and technology evolve.
Norm Group
What does the new norm group look like?
We are proud to launch a “live” norm group already with the implementation of MAP3 — that is, a norm group based on data from real recruitment and development processes. Since MAP3 data was collected gradually, sample sizes vary slightly across scales, with an average sample size of 628. For all scales, this represents a solid sample size according to EFPA and COTAN guidelines.
Is the norm group for MAP3 relevant for the Northern European working population?
Yes. The norm group is Nordic and meets EFPA and COTAN requirements for norm group design and would be considered a good sample size. If you want more details about the norm group, refer to the MAP3 technical manual, which you’ll find under the “Resources” tab.
Will Assessio update the norm group for MAP3 in the future?
Yes, as we collect more data from candidates in recruitment and development processes, we will continuously work to update our norm groups. The first update to the MAP3 norm group is expected in autumn 2025.