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Feedback training session. Content Scenario 1: Low Matrigma score Scenario 2: High Matrigma score Scenario 3: Average Matrigma score Scenario 4: Low Matrigma.

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Presentation on theme: "Feedback training session. Content Scenario 1: Low Matrigma score Scenario 2: High Matrigma score Scenario 3: Average Matrigma score Scenario 4: Low Matrigma."— Presentation transcript:

1 Feedback training session

2 Content Scenario 1: Low Matrigma score Scenario 2: High Matrigma score Scenario 3: Average Matrigma score Scenario 4: Low Matrigma score

3 Objective Carry out feedback to candidates

4 The purpose of feedback Provide the opportunity for face to face feedback Get to know the candidate better An opportunity for increased self knowledge

5 The feedback process Getting started Feedback session Ending the session

6 Your result

7 Interpretive report

8 Scenarios

9 Scenario 1 – Low result

10 Now you’ve taken Matrigma. How did you experience taking the test? Getting started Now you’ve taken Matrigma. How do you think you scored on the test? Now you’ve taken Matrigma. Your result was 3 on a scale from 0 to 10.

11 Getting started Start with a general discussion Start with a general discussion Listen to candidate’s view Listen to candidate’s view Do not reveal test results yet Do not reveal test results yet

12 You received a low result on Matrigma. This means that you had fewer correct answers on the test than most people in the norm group. Giving feedback on the result You have a low GMA. This means that it’s harder for you to answer questions in Matrigma than what it is for most people in the norm group.

13 Giving feedback on the result Refer to test results rather than characteristics Refer to test results rather than characteristics Be as straightforward and honest as possible Be as straightforward and honest as possible Keep norm group in mind Keep norm group in mind

14 You have received feed- back on your Matrigma result. We’ll be in touch. Ending the feedback session Now you’ve received feedback on your Matrigma result. Anything else you’d like to add?

15 Ending the feedback session Give the candidate an opportunity to comment Give the candidate an opportunity to comment

16 Scenario 2 – High result

17 GMA refers to a capacity for logical problem solving. It concerns the ability to draw logical conclusions. Getting started GMA concerns how intelligent you are.

18 Getting started avoid the term intelligence avoid the term intelligence describe candidate using Matrigma results (Low, Average or High) describe candidate using Matrigma results (Low, Average or High)

19 The norm group consists of a large group of individuals that also have taken Matrigma. These individuals have taken Matrigma in a selection context, often in a recruitment process. Giving feedback on the result The norm group in Matrigma consists mostly of managers and specialists that also have taken Matrigma in a selection context.

20 Giving feedback on the result large group of both managers, specialists and employees large group of both managers, specialists and employees at different levels in several organizations at different levels in several organizations have taken Matrigma in a selection context have taken Matrigma in a selection context

21 Matrigma measures GMA. Research shows that GMA is an impor- tant factor in jobs with a high complexity and hard and complex tasks. Ending the feedback session Matrigma measures GMA. Research shows that GMA is an impor- tant factor in almost all jobs in different types of organizations. Of course there are several aspects that contribute to job performance, e.g. perso- nality factors, but GMA is an important factor.

22 Ending the feedback session GMA is important in almost all jobs in different types of organizations GMA is important in almost all jobs in different types of organizations all other things alike, it is always an advantage to have a high Matrigma result all other things alike, it is always an advantage to have a high Matrigma result

23 Scenario 3 – Average result

24 Getting started It’s quite common for candidates to feel that the time limit is a critical factor. The task when taking Matrigma is to solve as many problems as possible within the given time frame. Actually, your result on Matrigma is usually more dependent on the complexity of the logical problems than the time limit. It’s quite common for candidates to feel that the time limit is a critical factor. Your performance depends equally on the complexity of the logical problems and the time limit. One could say that your Matrigma result is a measure of your ability to work under considerable time pressure. Even with more time on your hands, you probably wouldn’t have gotten further in the test. Your task when taking Matrigma is to solve as many problems as possible in the given time limit. Usually, your result on Matrigma is more related to the complexity of the logical problems than the time frame.

25 Getting started Validate candidate’s experience Validate candidate’s experience The critical factor in Matrigma is the complexity of the logical problems The critical factor in Matrigma is the complexity of the logical problems

26 Do you think that you received an average, low or a high result on Matrigma? Giving feedback on the result The score on Matrigma ranges from 0 to 10 with a mean of 5. How do you think you scored?

27 Giving feedback on the result Describe result as low, average or high Describe result as low, average or high Talk about test result rather than characte- ristic or GMA Talk about test result rather than characte- ristic or GMA

28 You received an average score on Matrigma. Giving feedback on the result You have about as much GMA as most people. Matrigma results are normally distributed. Since your score is average, you’re in the same area as 68% of the norm group.

29 Giving feedback on the result Keep it simple Refer to actual score Do not use technical terms Do not use technical terms Discuss score, not GMA Discuss score, not GMA

30 Remind Eric that his result depends on the norm group. Giving feedback on the result Validate Eric’s expectation by saying that test results are dependent upon the situation and can vary from time to time.

31 Giving feedback on the result Remind the candidate of the norm group Remind the candidate of the norm group Ask the candidate to reflect on his/her result Ask the candidate to reflect on his/her result

32 Ok, we’ve now completed the feedback session. Do you have any thoughts or comments before we finish? Ending the feedback session You’ve now received feedback on your Matrigma result. We’ll be in touch.

33 Ending the feedback session Give the candidate an opportunity to reflect and comment Give the candidate an opportunity to reflect and comment

34 Scenario 4 – Low result

35 Now you’ve taken a test called Matrigma. How did you experience taking the test? Getting started Now you’ve taken a test called Matrigma. You probably thought that the test was quite hard?

36 Getting started Do not make presumptions of what the user thought Do not make presumptions of what the user thought

37 Let’s move focus from the test result to your work experience. Which situations have you experienced as challenges and strengths at work? Giving feedback on the result Let’s move focus to how this test result might express itself in real life. Which situations can you relate to your low result on Matrigma?

38 Giving feedback on the result Gives relevant information to test administrator Gives relevant information to test administrator Promotes self knowledge of the candidate Promotes self knowledge of the candidate All candidates have strengths and challenges All candidates have strengths and challenges Explore contradictions

39 Our decision will be related to both the score that you received and the scores of the other candidates. The candidates with the highest results will be the first ones to move on to personality testing. Ending the feedback session Matrigma is an important predictor and we’re going to base our decision on your result. Since you have a low result you won’t move on to personality testing.

40 Ending the feedback session Put the test in context Makes decision easier to accept Makes decision easier to accept

41 Summary Consider providing candidates with feedback Use the interpretive report as feedback support Start with a general discussion Refer to test results rather than characteristics or GMA Avoid using the term intelligence Avoid using psychometric terms Refer to the norm group Give the candidate an opportunity to reflect before wrapping up

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