Matrigma Tips

[Vennie Fireman]

TheMatrigma test is a highly challenging cognitive ability test that measures your general mental ability using abstract reasoning questions. To solve each question, you must identify a logical pattern and select one missing shape. On this page you will find free sample questions and solving tips that will provide a preliminary introduction to the Matrigma test.

To ensure you get the practice you need to reach a high score, our experts have created a full preparation pack based on extensive research and hundreds of customers' feedback. It includes:

2) Adaptive Matrigma: For each question that you answer correctly, the next question will be even more difficult than the one before. Similarly, if you answer any of the questions incorrectly, the next question will decrease in difficulty.

Matrigma test questions consist of abstract reasoning matrices throughout the entirety of the exam. For this reason, even the most intelligent individuals who excel at solving both mathematical and verbal problems will find solving this test difficult.

The questions in the Matrigma are presented in 3x3 matrices, in which you're asked to find the missing tile marked by a question mark (?). Matrigma tests are difficult, especially for people that have never tried this type of question before.

In this kind of matrix, two objects from the same row or column are combined to form the third object. In simple matrices, this combination might look just like a simple addition equation. For example:

Note: In more complicated matrices, the combination will not be as complete and immediately clear as in the example above. There might be certain rules that determine which parts of the objects combined will merge and which will not.

The Matrigma test was developed by Assessio International and is now administered by Hogan. Other leading assessment companies including SHL, Korn Ferry, Watson Glaser, cut-e, Thomas, Cubiks, Pymetrics, Saville, aon, McQuiag, and many more.

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The Matrigma Test, developed by Assessio International, is a cognitive ability test that evaluates a candidate's general mental capability, specifically their problem-solving skills, logical ability, and capacity to comprehend complex relationships.

For job candidates, it's crucial to recognize that a high score on the Matrigma Assessment Test can significantly enhance their job prospects. Consequently, systematic practice using resources such as sample tests, puzzle games, and brain teasers can be instrumental in developing the necessary skills to perform well and stand out to potential employers.

The test is composed of non-verbal, abstract reasoning challenges, where candidates are typically presented with a series of patterns and asked to identify the underlying rules and predict the next pattern in the sequence.

Research has shown that general mental ability is one of the best predictors of job performance. The Matrigma Test helps employers identify candidates with strong cognitive skills that are likely to succeed in complex job roles.

It is designed to be suitable across different job roles and levels, from entry-level positions to managerial roles, because cognitive ability is universally relevant to job performance.

Continuous practice helps improve both the speed and accuracy of responses, which is critical because the Matrigma Test evaluates the quality of the answers rather than the quantity.

The Matrigma Assessment Test is a measure of cognitive ability that doesn't target a specific job but rather assesses general mental capabilities that are applicable across a wide range of professions. However, it is particularly relevant for jobs where problem-solving, complex thinking, and decision-making are critical components of the role.

The Matrigma Test serves as a tool for employers to gauge a candidate's potential beyond specific job knowledge or skills. For job seekers, excelling in this assessment could be indicative of one's ability to handle complex and challenging scenarios, a quality that is attractive to employers in the aforementioned fields and beyond.

This refers to the capacity to think logically and solve problems in novel situations, independent of acquired knowledge. It's about recognizing patterns, understanding relationships, and making logical connections between seemingly unrelated information.

The ability to quickly identify patterns, logical rules, and trends in new data, integrate this information, and apply it to solve problems. It requires understanding and making projections based on visual data presented in the test.

This encompasses the capacity to understand complex problems, dissect them, and propose effective solutions. It's not just about finding the correct answer, but also doing so efficiently and accurately under time constraints.

This refers to the mental agility required to switch between thinking about two different concepts or to think about multiple concepts simultaneously, a skill often evaluated through the complex scenarios presented in the test.

Candidates are assessed on how quickly they can process information and come to the correct conclusion. This is crucial for roles where time is of the essence, and decisions must be both fast and right.

The Matrigma Assessment Test is a versatile tool used across various industries to evaluate the cognitive abilities of potential employees. Its ability to measure general mental ability makes it suitable for a wide range of job roles, particularly those requiring complex decision-making, problem-solving, and strategic thinking.

Employers: Goldman Sachs: Uses cognitive tests like the Matrigma to assess analytical abilities and decision-making skills, crucial for roles in investment banking and financial analysis. J.P. Morgan: Implements tests similar to the Matrigma for entry-level positions to evaluate candidates' problem-solving capabilities and their potential to handle high-stakes financial operations.

Employers: IBM: Utilizes cognitive assessments to gauge the problem-solving skills of candidates, especially for roles involving innovation and technical development. Microsoft: Employs various cognitive tests to understand the cognitive diversity and thinking capabilities of potential software developers and engineers.

Employers: Siemens: Uses cognitive assessments for roles that require complex logical thinking and problem-solving abilities, especially in automation and process engineering. Boeing: Assesses potential engineers and technical staff for their ability to solve problems and think critically under pressure.

Employers: Pfizer: Employs cognitive tests to ensure research scientists and managers can handle the complex problem-solving required in developing new drugs. Johnson & Johnson: Uses tests to assess potential employees' problem-solving skills, crucial for roles in both the development and business sides of healthcare.

In the consulting industry, firms like McKinsey & Company use cognitive tests to ensure that their consultants have exceptional problem-solving abilities. A typical use case would be administering the Matrigma Test as part of the initial screening process. Candidates who perform well may be given more complex case studies or brought in for problem-solving interviews, which further assess their ability to apply their cognitive skills to real-world business problems.

It's important for candidates to understand that while there is no universally established "passing score," performing above average can make them stand out in the selection process. Therefore, aiming for a high score relative to the norm group and the demands of the specific role is advisable. It's also essential to remember that cognitive ability is just one aspect of the hiring process, and employers will consider a comprehensive profile that includes experience, fit with company culture, and other relevant skills.

Low Score: Might suggest that a candidate may face challenges with complex problem-solving tasks or may require more training to reach proficiency in roles that demand high levels of cognitive ability. Average Score: Indicates a candidate's cognitive ability is in line with the general population, suggesting they can handle standard job-related intellectual challenges. High Score: Suggests that the candidate has strong cognitive abilities, is likely to learn new tasks quickly, handle complex problem-solving, and adapt to new challenges efficiently.

Raw Score: This is a simple count of the number of questions answered correctly out of the total number of questions. Percentile Rank: This compares a candidate's performance to a norm group. For instance, a percentile rank of 70 means the candidate scored better than 70% of the people in the norm group. Scaled Score: The raw score may be converted to a scaled score to account for variations in test difficulty across different versions. T-Scores or Z-Scores: These are standard scores that show how many standard deviations a candidate's performance is from the mean of the norm group. Stanine Score: This is a method that scales raw scores on a nine-point standard scale with a mean of five and a standard deviation of two. Higher stanines indicate better performance.

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