Select the right customised employment coach with the SiSO-tool.
This test is only available to customised employment companies.
The SiSO tool is a Situational Judgment Test (SJT) that immerses candidates in realistic work situations and asks them to respond as they would on the job. Competencies are measured across 24 scenarios, each with four response options that are assessed for suitability.
The SiSO tool measures six core competencies of customized employment coaches:
The tool was developed in collaboration with representatives from the social economy and therefore aligns with the diversity within the customized employment sector. As a result, the tool remains usable in a wide range of organizational and work settings within customized employment.
The test offers:
Because the test is administered through realistic videos, it better aligns with candidates who are less familiar with textual test formats. This increases engagement and measurement accuracy.
The report provides standardized scores (stanine 1–9) for each competency, each accompanied by:
Through the SJT, both the candidates and the customized employment company gain insight into the candidates’ strengths and development areas. This makes the report useful not only for selection but also for coaching and development discussions.
The six competencies that are reported separately are:
No single test perfectly predicts how someone will perform in a job. What you can do is smartly combine tests that each measure something different—so you gather as much relevant information as possible without overlap or test fatigue. This increases incremental validity: the added value of one test on top of the others.
Recommended combination with the SiSO tool:
The SiSO tool is exclusively for use by social enterprises and can be applied in the following contexts:
Measures the competencies of customized employment coaches in realistic situations
Dutch
Suitable for all educational levels
24 situations, each with 4 reactions to asses
Situational judgment test (SJT) – video format
Accessible to non-native speakers & profiles with limited reading skills
Uitsluitend beschikbaar voor maatwerkbedrijven
The Value Fit assesses the match between organisational values and the personal values of candidates. The methodology is based on Schwartz’s value model (1992).
Waarden die gescoord worden :
By including the Value Fit, you can identify early in the process where there is a strong values match (and where there isn’t) something that often remains invisible during interviews.
The report provides an overview of what values are, how they can be interpreted, and why you may want to assess them. It also takes a closer look at the candidate’s results and their fit with the organisation, using rich visuals and tailored feedback texts.
You get:
*This section is optional in the report. This information is only shown when your organisation has completed the Value Fit organisational survey. The results of that survey are then used as an internal benchmark in the report.
No single test can perfectly predict how someone will perform in a job. Combining assessments intelligently increases incremental validity.
Recommended combination with the Value Fit:
In selection
Use the Value Fit to assess whether a candidate’s values align with your organisation’s culture. This helps identify potential mismatches early and increases the likelihood of sustainable hiring, motivation and retention.
In team development
Compare individual profiles with the values of the team or department. This highlights where strengths lie and where tensions may arise, helping to strengthen complementarity and collaboration.
In organisational development
Use the Value Fit as a mirror: to what extent are your desired core values truly reflected within the organisation? By combining individual and group results, you gain valuable input to shape your culture and HR policies more effectively.
Self-assessment questionnaire
Schwartz Value Model
Organisational survey as an internal benchmark from €399
Dutch, French & English
Ranking
Suitable for all educational levels
Time: 15 minutes
Price per administration: Starting from €65
What does the MAPS (Mapwave’s Appreciative Personality Survey) measure?
In the MAPS, we map professional personality using the Big Five model, one of the most scientifically validated models in psychology.
The five main dimensions are:
Why include the MAPS in your test package?
The MAPS provides insight into stable behavioral preferences and the way someone tends to react in various situations. It helps you assess whether someone will fit the job context, team, and organizational culture.
Personality doesn’t tell everything about performance, but is often decisive for long-term behavior such as dealing with stress, collaboration or independent functioning, handling change or feedback, etc. This adds unique predictive value on top of, for example, a reasoning test or situational judgment test.
All questions in the test are specifically formulated for the professional context, making the test feel highly relevant and recognizable to candidates.
About the report
The report displays results across the 5 personality dimensions. Each dimension is further divided into subdimensions, allowing the profile to show much nuance.
For each subdimension, you receive a score, feedback text, and a completed core quadrant by Ofman:
This way, you don’t get a “right-wrong” story, but a nuanced, practical, and development-oriented view of the personality profile. This makes the report extremely suitable for recruiters as preparation for selection interviews. Additionally, this is naturally also suitable for self-reflection, coaching, and development conversations.
The results are displayed relative to a representative norm group, so you can put your scores in perspective. Response tendencies are also provided so you get an indication of the social desirability with which a candidate responded.
Recommended combinations with other tests
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue.
This increases incremental validity: the added value of a test on top of the others.
Recommended combination with a personality questionnaire:
Through these combinations, you get a multi-layered and reliable overall picture: from capabilities to behavioral preferences to contextual behavior.
Application
The MAPS personality questionnaire is broadly applicable within selection and development.
Specifically, you can use it for:
This way, you turn selection and development from guesswork into a substantiated process that leads to targeted growth.
Big Five Model
Core Quadrants for development-oriented insight
Dutch, French & English
Suitable for all education levels
Self-assessment questionnaire
120 questions
Time: 15 minutes
Price per administration: €55
The accuracy test measures how carefully and thoroughly someone works when they need to check numerical, textual, or visual information. Candidates are presented with a series of short items — think of number sequences, figures, or text fragments — and must indicate each time whether these are identical or not.
The test measures the extent to which someone can detect errors, correctly verify data, and remain focused under time pressure. This is an important competency in positions where precision, error-free work, or quality control are essential.
In many positions, one small mistake is enough to have major consequences — think of incorrect amounts on an invoice, an error in a contract, or a wrong serial number in logistics.
This test is particularly suitable for positions where employees:
By combining three different forms of input (numbers, text, and figures), you get a broad picture of someone’s accuracy in diverse contexts. The built-in time pressure also simulates the reality of many positions, giving the results high predictive value for performance in daily work.
The test results show one standardized score: accuracy. The score is based on the number of correct, incorrect, and blank answers within the time limit. Each incorrect answer leads to a negative score, which encourages candidates not to guess blindly. This makes the test particularly suitable for reliably detecting differences in meticulousness.
The score is presented as a stanine score (1-9), so you can easily assess how someone scores relative to the norm group. In the report, you also receive textual feedback about how accurately and carefully the candidate typically works.
Accuracy is only one part of the broader picture. Combine this test with other measurements for a more complete view of someone’s suitability for a role.
Recommended combinations:
The Accuracy Test is a valuable addition within selection procedures. Interviews and CVs can give a biased picture, as candidates often present themselves better than they really are. This test offers an objective and reliable measure of their ability to process detailed information quickly and accurately. This provides you with a reliable picture of precision and attention to detail.
Simple, yet powerful in measuring meticulousness
High validity in roles with error-sensitive tasks
Dutch, French & English
Speed test with correct/incorrect choices
Suitable for bachelor level
30 questions
Time: Maximum 5 minutes
Price per administration: €40
The accuracy test measures how carefully and thoroughly someone works when they need to check numerical, textual, or visual information. Candidates are presented with a series of short items — think of number sequences, figures, or text fragments — and must indicate each time whether these are identical or not.
The test measures the extent to which someone can detect errors, correctly verify data, and remain focused under time pressure. This is an important competency in positions where precision, error-free work, or quality control are essential.
In many positions, one small mistake is enough to have major consequences — think of incorrect amounts on an invoice, an error in a contract, or a wrong serial number in logistics.
This test is particularly suitable for positions where employees:
By combining three different forms of input (numbers, text, and figures), you get a broad picture of someone’s accuracy in diverse contexts. The built-in time pressure also simulates the reality of many positions, giving the results high predictive value for performance in daily work.
The test results show one standardized score: accuracy. The score is based on the number of correct, incorrect, and blank answers within the time limit. Each incorrect answer leads to a negative score, which encourages candidates not to guess blindly. This makes the test particularly suitable for reliably detecting differences in diligence.
The score is presented as a stanine score (1-9), so you can easily assess how someone scores relative to the norm group. In the report, you also receive textual feedback about how accurately and carefully the candidate typically works.
Accuracy is only one part of the broader picture. Combine this test with other measurements for a more complete view of someone’s suitability for a role.
Recommended combinations:
The Accuracy Test is a valuable addition within selection procedures. Where interviews or CVs often give a biased picture and candidates can present themselves better than they actually are, this test offers an objective measurement of someone’s ability to quickly and error-free process detailed information. This provides you with a reliable picture of precision and attention to detail.
Simple, yet powerful in measuring diligence
High validity in roles with error-sensitive tasks
Dutch, French & English
Suitable for secondary level
Speed test with correct/incorrect choices
30 questions
Time: Maximum 5 minutes
Price per administration: €40
The planning test measures practical planning skills under time pressure. Candidates receive a large amount of information – such as tasks, time limits and priorities – and must create the most optimal planning possible.
This test evaluates:
The test simulates a realistic work situation in which candidates demonstrate their ability to work in a structured and goal-oriented manner, even under high cognitive load.
Planning ability is crucial in roles where:
The planning test provides an objective, performance-oriented measure of this skill. Candidates cannot ‘guess well’: only a correctly constructed plan leads to a high score.
By including this test in your selection procedure, you gain insight into how someone plans, prioritizes and makes decisions under pressure – information that is often not visible in interviews or personality questionnaires. This increases the chance of sustainable performance and smooth integration in demanding roles.
The report provides one clear score on planning ability, displayed relative to a norm group via a stanine score (1-9).
Additionally, the report contains:
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with a planning test:
Through these combinations, you get a multi-layered and reliable overall picture: from capacities to behavioral preferences to practical problem-solving ability.
The Planning Test is a valuable addition within selection procedures. Where interviews and CV screenings are often based on what a candidate says, this exercise shows how someone practically deals with pressure, priorities and complex choices.
Measures planning skills under pressure – realistic simulation
Objective performance measurement – not a guessing test
Dutch
Suitable for bachelor and master levels
Performance-oriented multiple-choice test
15 questions
Time: maximum 45 minutes
Price per administration: €40
The SJT Social Skills measures how someone interacts with others in work situations: collaborating, communicating, and acting customer-oriented. Candidates are presented with 12 situations, each with five possible responses. Each response must be evaluated individually for appropriateness.
The test evaluates six core competencies:
Social skills are decisive in virtually every job. They determine how well someone can:
This SJT provides a realistic view of how someone makes choices in social interactions and shows whether those choices contribute to constructive collaboration, customer orientation, and reliability. This makes the test a valuable complement to personality tests and cognitive tests.
The report provides standardized scores (stanine 1–9) per competency, each with:
This makes the report useful not only for selection, but also for coaching and development conversations.
The six competencies that are reported separately are:
No single test perfectly predicts how someone will function in a job. What you can do is smartly combine tests that each measure something different — so you gather as much relevant information as possible, without overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with the SJT Social Skills:
Together, these tests provide a complete picture: from social skills to personality and cognitive strengths.
Measures collaboration, customer orientation, and flexibility in realistic situations
6 separate competencies with feedback and development advice
Dutch, French & English
Suitable for all education levels
Situational Judgment Test (SJT) – text-based
12 situations, each with 5 responses to evaluate
Time: Maximum 30 minutes
Price per administration: €55
The SJT Organizational Skills provides insight into how someone organizes work and adapts to unexpected situations. Candidates are presented with 5 situations, each with five possible responses. Each response must be evaluated individually for appropriateness.
This test focuses on two core competencies. They are measured using the following behavioral indicators:
This provides insight into how someone plans, organizes and deals with unforeseen circumstances in a professional context.
Organizational skills are a crucial competency in roles where:
Unlike a reasoning test or personality questionnaire, this SJT shows how someone makes choices in realistic work contexts with multiple possible answers. This provides a reliable picture of how candidates would organize themselves and adapt to changes.
The report provides standardized scores per competency (stanines 1–9) with corresponding feedback and development advice.
The dimensions are:
Each score is explained with a feedback text and development tip, so the report not only has selection value but is also useful in coaching and development conversations.
The results are always compared with a representative norm group, so performance can be objectively interpreted.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with the SJT Organizational Skills:
Together, this provides a nuanced and reliable picture of organizational skills: from preferences and behavioral style to practical application.
Measures Planning and flexibility in realistic situations
Objective standardization with concrete feedback and development tips
Dutch, French & English
Suitable for all education levels
Situational Judgment Test (SJT) – textual
5 situations, each with 5 responses to evaluate
Time: Maximum 20 minutes
Price per administration: €55
This Situational Judgment Test (SJT) measures cognitive skills through recognizable work situations. Candidates are presented with 12 situations, each with five possible responses. Each response must be evaluated individually for appropriateness.
The test assesses how someone in complex contexts:
This test therefore primarily measures how someone thinks, reasons and acts in realistic complex scenarios.
SJTs are a valuable addition to traditional tests because they measure behavior in context . Unlike a personality test or reasoning test, an SJT shows how someone makes choices when there are multiple possible answers — each with advantages and disadvantages.
This test is particularly suitable for positions where employees:
The cognitive SJT gives you a nuanced view of candidates’ thought processes, and predicts how they will behave in similar situations in the workplace.
The report provides three separate standardized scores (stanines 1–9):
For each competency, the report contains:
The scores are independent of personality preferences and provide a realistic view of cognitive functioning in situations that require analysis, solution-oriented thinking and decisiveness.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with a cognitive SJT:
Through this combination, you get a reliable overall picture: from analytical ability to contextual behavior and behavioral preferences.
Measures problem solving, decision making, information analysis – in context
Assesses critical thinking, analysis and decision making
Dutch, French & English
Suitable for bachelor and master education level
Situational Judgment Test (SJT)
12 situations each with 5 responses to evaluate
Time: Maximum 45 minutes
Price per administration: €55
The SJT Sales measures how someone handles commercial challenges, customer contact, and persuasion moments. Candidates view 8 situations in video format, each followed by 5 possible responses that they must individually evaluate for appropriateness.
The video clips make the test realistic and particularly suitable for roles where body language and non-verbal communication play an important role.
The test evaluates three core competencies:
Additionally, the report provides insight into two typical sales profiles:
In sales, it’s about more than just achieving targets. It’s also about how someone:
This SJT provides insight into those behavioral components in a way that goes much deeper than a traditional interview. The video format gives candidates the opportunity to fully immerse themselves in the situation and base their judgment on real context, tone, and interaction.
The report provides standardized scores (stanine 1–9) on three competencies:
Additionally, the report contains scores for the personal sales profile:
Each score is explained with:
The report can be used in selection contexts, development assessments, or coaching programs.
No single test perfectly predicts how someone will function in a job. What you can do is intelligently combine tests that each measure something different — so you gather as much relevant information as possible, without overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with the SJT Sales:
Through this combination, you get a complete picture of someone’s sales potential: from thinking ability to behavioral style and effective action in context.
Measures customer orientation, persuasiveness, and persistence
Realistic video simulations of sales situations
Includes hunter and farmer profile for role matching
Dutch, French
Suitable for all education levels
Situational judgment test (SJT) – video format
8 situations, each with 5 responses to evaluate
Price per administration: €55
The SJT Customer Service measures how someone functions in customer-oriented and stressful communication situations. Candidates listen to 9 situations via audio clips, each with four possible responses. Each response must be evaluated individually for appropriateness.
Unique to this test is that the situations are explained through audio files . This makes the experience extra realistic and closely aligns with roles where telephone or digital customer contact is central.
The test evaluates three core competencies:
Digital communication often requires quick decisions, customer-friendly behavior, and dealing with stress. This SJT provides a realistic picture of how someone behaves in such situations.
The test is particularly suitable for roles where employees:
Because the test works through audio clips , the candidate experiences the situations more realistically than in a text-based SJT. This gives you a better prediction of future behavior in a real work context.
The report provides standardized scores (stanine 1–9) on three competencies:
Each score is explained with:
The report is suitable for both selection and coaching and development conversations.
No single test perfectly predicts how someone will function in a job. What you can do is smartly combine tests that each measure something different — so you gather as much relevant information as possible, without overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with the SJT Customer Service:
The SJT Customer Service can be used in both selection and development for roles within call centers, customer service, reception, and secretarial work:
Measures customer orientation, results orientation, and stress resilience
Realistic audio simulations
Dutch
Suitable for all education levels
Situational Judgment Test (SJT) – audio format
9 situations, each with 4 responses to evaluate
Time: Maximum 30 minutes
Price per administration: €55
The SJT Basic Competencies measures how someone handles everyday work situations in operational roles. Think of situations within the context of production, warehouse work, deliveries, maintenance, and cleaning. Through short videos, candidates are presented with recognizable situations in which they must make choices about how best to respond.
The test maps three basic competencies that are crucial for reliable and efficient functioning in the workplace: flexibility, collaboration and problem-solving ability.
Because the test works with video clips instead of text, it is also suitable for candidates who have difficulty reading or have limited language proficiency.
In many operational roles, flexibility, collaboration, and practical problem-solving are decisive for success.
The test is particularly suitable for roles where employees:
Because the test is administered through realistic videos, it better aligns with candidates who are less familiar with textual test formats. This increases engagement and measurement accuracy.
The test evaluates three core competencies:
For each competency, the report provides a standardized score (stanine) and concrete, understandable feedback text. Candidates also receive development advice, making the test a valuable foundation for learning paths or coaching.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This is how you increase incremental validity: the added value of a test on top of others.
Recommended combination with a situational judgment test:
Directly measures observable work behavior focused on basic competencies in operational roles
Video format makes the test more accessible for non-native speakers or profiles with limited reading skills
Dutch
Suitable for secondary education level
Situational Judgment Test (SJT) – video format
9 situations, each with 4 responses to evaluate
Time: Maximum 20 minutes
Price per administration: €55
The numerical reasoning test assesses how well someone understands numerical information and processes it logically. Candidates are presented with numerical material in the form of tables, graphs, or text problems. They must interpret this data and perform the correct calculations to arrive at the right answer.
The test focuses on reasoning skills, not on calculation rules. It is therefore not about how well you can do mental arithmetic, but how logically you process numerical information and make connections. Using a calculator is allowed and recommended.
Numerical reasoning ability is one of the three most predictive cognitive skills for general intelligence and therefore also for success in many roles, especially when analytical thinking, numerical insight, or data usage plays a role.
Numerical reasoning ability is among the core skills that are highly predictive for:
Numerical reasoning is a relevant indicator for learning speed, complexity processing, and analytical ability. Because the questions do not require specific subject knowledge, the test purely measures numerical thinking ability, independent of education or work experience.
By including this test in your selection procedure, you quickly and objectively gain insight into how smoothly someone works with numbers and whether they possess the analytical foundation that the role requires.
The test results are displayed in stanines (standardized scores from 1 to 9) on:
The test is scientifically based, validated, and standardized. The test allows scores to be correctly placed in perspective relative to a relevant reference group.
No single test perfectly predicts how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue.
This increases incremental validity: the added value of a test on top of the others.
Recommended combination with a reasoning test:
The Numerical Reasoning test is a strong addition within selection procedures. Where an interview or CV is based on self-presentation, this test offers an objective measurement of the ability to logically process and interpret numerical information.
This gives you a reliable picture of a candidate’s analytical and numerical skills, which supports your selection process with results instead of assumptions.
Measures the ability to process and interpret numerical data
Relevant indicator for learning speed, complexity processing, and analytical ability
Dutch, French & English
Suitable for Master’s degree level
Performance-oriented multiple-choice test
8 questions
Time: Maximum 20 minutes
Price per administration: €40
The numerical reasoning test assesses how well someone understands numerical information and processes it logically. Candidates are presented with numerical material in the form of tables, graphs or text. They must interpret this data and perform the correct calculations to arrive at the right answer.
The test focuses on reasoning skills, not on calculation rules. It is therefore not about how well you can do mental arithmetic, but how logically you process numerical information and make connections. Using a calculator is allowed and recommended.
Numerical reasoning ability is one of the three most predictive cognitive skills for general intelligence and therefore also for success in many roles, especially when analytical thinking, numerical insight or data usage plays a role.
Numerical reasoning ability is among the core skills that are highly predictive for:
It is a relevant indicator for learning speed, complexity processing and analytical ability. This test is relevant for a broad range of roles, from administrative and commercial positions to technical and management positions.
Because the questions do not require specific subject knowledge, the test purely measures numerical thinking ability, independent of education or work experience.
By including this test in your selection procedure, you quickly and objectively gain insight into how smoothly someone works with numbers and whether they possess the analytical foundation that the role requires.
The test results are displayed in stanines (standardized scores from 1 to 9) on:
The test is scientifically founded, validated and standardized. It allows scores to be correctly placed in perspective relative to a relevant reference group.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue.
This increases incremental validity: the added value of a test on top of the others.
Recommended combination with a reasoning test:
The Numerical Reasoning test is a strong addition within selection procedures. Where an interview or CV is based on self-presentation, this test offers an objective measurement of the ability to logically process and interpret numerical information.
This gives you a reliable picture of a candidate’s analytical and numerical skills, which supports your selection process with results instead of assumptions.
Measures the ability to process and interpret numerical data
Relevant indicator for learning speed, complexity processing and analytical ability
Dutch, French & English
Reasoning test based on numerical material
Performance-oriented multiple-choice test
7 questions
Time: Maximum 18 minutes
Price per administration: €40
The verbal reasoning test measures your ability to critically analyze written information and draw correct conclusions from it. Candidates read short texts and evaluate subsequent statements as true, false or cannot be determined from the text.
This test evaluates:
Verbal reasoning ability is one of the cognitive skills that is most predictive of general intelligence and future job performance.
Verbal reasoning ability is crucial in roles where:
By including this test in your selection procedure, you gain insight into how someone reasons with language, substantiates decisions, and processes textual information – capabilities that are often decisive for successful performance in a master-level position.
The report displays results on three dimensions:
The stanine score allows for objective comparison of candidates with a norm group.
The report is clear, concise, and immediately usable as input for selection and development interviews.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with a verbal reasoning test:
Through these combinations, you get a multi-layered and reliable overall picture: from cognitive capabilities to behavioral preferences and practical analysis.
The Verbal Reasoning test provides an objective addition within selection procedures. While interviews often give an impression of communicative skills, this test demonstrates in a standardized way how strong a candidate is in analyzing and interpreting information, and consequently drawing correct conclusions.
Measures critical and logical thinking with language
Objective performance measurement, standardized at master level
Dutch, French & English
Suitable for master education level
Performance-oriented multiple-choice test
12 statements (6 texts with 2 statements each)
Time: Maximum 16 minutes
Price per administration: €40
The verbal reasoning test measures your ability to critically analyze written information and draw correct conclusions from it. Candidates read short texts and evaluate subsequent statements as true, false or cannot be determined from the text.
This test evaluates:
Verbal reasoning ability is one of the cognitive skills that is most predictive of general intelligence and future job performance.
Verbal reasoning ability is crucial in roles where:
By including this test in your selection procedure, you gain insight into how someone reasons with language, substantiates decisions, and processes textual information – capabilities that are often decisive for successful performance in a bachelor-level position.
The report displays results on three dimensions:
The stanine score allows for objective comparison of candidates with a norm group.
The report is clear, concise, and immediately usable as input for selection and development interviews.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with a verbal reasoning test:
Through these combinations, you get a multi-layered and reliable overall picture: from cognitive capabilities to behavioral preferences and practical analysis.
The Verbal Reasoning test provides an objective addition within selection procedures. While interviews often give an impression of communicative skills, this test demonstrates in a standardized way how strong a candidate is in analyzing and interpreting information, and consequently drawing correct conclusions.
Measures critical and logical thinking with language
Objective performance measurement, standardized at bachelor level
Dutch, French & English
Suitable for bachelor education level
Performance-oriented multiple-choice test
12 statements (6 texts with 2 statements each)
Time: maximum 16 minutes
Price per administration: €40
This test measures abstract reasoning ability: the capacity to analyze new information, recognize patterns, and make logical connections. This ability reflects a person’s potential to learn and solve complex problems.
The test evaluates:
Candidates are presented with 10 figure sequences, each with 5 answer alternatives. There is only 1 correct answer per question.
Abstract reasoning ability is among the top three cognitive skills that are most predictive of:
The test provides an objective picture of someone’s learning potential, regardless of education or background.
By including this test in your selection process, you quickly gain insight into someone’s cognitive foundation, allowing you to better assess whether someone has the thinking level and learning ability that the position requires.
The report displays results on two dimensions:
The stanine score allows you to compare the candidate with a representative norm group.
The report is clear, concise, and immediately usable in selection or development interviews.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with an abstract reasoning test:
Through these combinations, you get a multi-layered and reliable overall picture: from cognitive abilities to behavioral preferences and practical actions.
The Abstract Reasoning test is a valuable addition within selection procedures. Where interviews and CV screenings are often dependent on what a candidate tells you (self-presentation), this test objectively measures how someone reasons logically and recognizes complex patterns.
Measures abstract reasoning ability – Predictor of learning capacity
Culture- and language-neutral test for objective selection
Dutch, French & English
Suitable for master education level
Performance-oriented multiple-choice test
10 questions
Time: Maximum 10 minutes
Price per administration: €40
This test measures abstract reasoning ability: the capacity to analyze new information, recognize patterns, and make logical connections. This ability reflects a person’s potential to learn and solve complex problems.
The test evaluates:
Candidates are presented with 10 figure sequences, each with 5 answer alternatives. There is only 1 correct answer per question.
Abstract reasoning ability is among the top three cognitive skills that are most predictive of:
The test provides an objective view of a person’s learning potential, regardless of education or background.
By including this test in your selection process, you quickly gain insight into a person’s cognitive foundation, allowing you to better assess whether someone has the thinking level and learning ability that the position requires.
The report displays results on two dimensions:
The stanine score allows you to compare the candidate with a representative norm group.
The report is clear, concise, and immediately applicable in selection or development interviews.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with an abstract reasoning test:
Through these combinations, you get a multi-layered and reliable overall picture: from cognitive abilities to behavioral preferences and practical actions.
The Abstract Reasoning test is a valuable addition to selection processes. Where interviews and CV screenings often depend on what a candidate tells you (self-presentation), this test objectively measures how someone reasons logically and recognizes complex patterns.
Measures abstract reasoning ability – Predictor of learning capacity
Culture and language-neutral test for objective selection
Dutch, French & English
Suitable for bachelor education level
Performance-oriented multiple-choice test
10 questions
Time: Maximum 10 minutes
Price per administration: €40
This test measures abstract reasoning ability: the capacity to analyze new information, recognize patterns, and make logical connections. This ability reflects a person’s potential to learn and solve complex problems.
The test assesses:
Candidates are presented with 10 figure sequences, each with 5 answer alternatives. There is only 1 correct answer per question.
Abstract reasoning ability is among the top three cognitive skills that are most predictive of:
The test provides an objective picture of someone’s learning potential, regardless of education or background.
By including this test in your selection process, you quickly gain insight into someone’s cognitive foundation, allowing you to better assess whether someone has the thinking level and learning ability that the position requires.
The report displays results on two dimensions:
The stanine score allows you to compare the candidate with a representative norm group, where scores between 4-6 are average, and scores toward 1 or 9 are (very) low or high respectively.
The report is clear, concise, and immediately usable in selection or development conversations.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with an abstract reasoning test:
Through these combinations, you get a multi-layered and reliable overall picture: from cognitive abilities to behavioral preferences and practical action.
The Abstract Reasoning test is a valuable addition within selection procedures. Where interviews and CV screenings are often dependent on what a candidate tells you (self-presentation), this test objectively measures how someone reasons logically and recognizes complex patterns.
Measures abstract reasoning ability – Predictor of learning capacity
Culture- and language-neutral test for objective selection
Dutch, French & English
Suitable for secondary education level
Performance-oriented multiple-choice test
10 questions
Time: Maximum 15 minutes
Price per administration: €40
Our organizational survey systematically collects feedback from employees about their work experience and the organization as a whole. The survey provides insights into crucial topics such as:
The questionnaire is based on scientific evidence and grounded in the Job Demands-Resources (JD-R) model. This model explains how job resources and job demands together influence employee engagement, motivation, and well-being.
Each survey is tailored to your organization’s context and challenges. This gives you a clear view of the current situation as well as concrete starting points for targeted improvements.
A well-executed organizational survey provides insights that you would otherwise not discover or discover too late.
With our surveys you get:
Because the survey can be fully customized, this instrument can be used for various purposes: retention, strategic HRM, culture change or well-being policy.
The report offers more than just a snapshot: it combines in-depth descriptive and predictive analyses, with statistical significance always at the core.
There are various options:
This way you not only gain insight into what is happening, but also into why it is happening and what you can do about it.
An organizational survey and a 360° feedback survey complement each other well because they offer two different levels of insight:
The organizational survey provides a broad picture of the work experience in the organization (engagement, well-being, culture, leadership, …).
The 360° feedback focuses on individual performance and leadership behavior, viewed from different perspectives.
By combining them, you get both a macro-view of the organization and a micro-view of individual performance. This helps to:
link organization-wide challenges to development needs of managers or teams,
better target leadership programs and training,
and plan actions that strengthen both organizational culture and individual competencies.
The organizational survey is a powerful instrument for organizational development. You use it to understand where your organization stands today, to provide direction for change, and to measure the effect of your efforts.
Typical applications are:
This way you effortlessly translate insights into targeted actions and lasting improvement.
Based on the Job Demands-Resources model
Predictive analyses and recommendations
Dutch, French & English
Online survey
Fully customizable
Price per administration on request
With our 360° feedback survey, you get a nuanced picture of someone’s performance from different perspectives: supervisor(s), colleagues, direct reports, internal customers, project members, and the person themselves.
You can start immediately with our standard 360°. This allows you to collect feedback on the following leadership competencies: strategy and vision, risk-aware analysis and decision-making, change orientation, results orientation, people orientation, leadership, networking and customer focus, collaboration, personal development capacity, and integrity.
Do you have a clear leadership vision within your organization? Then we create a survey based on our validated competency library. This way, we select precisely those competencies that are relevant to your organization and the purpose of the survey.
A 360° feedback provides insight from multiple perspectives. By combining feedback from different levels and roles in the organization, you get:
Because you can fully align the survey with your own competency model and context, this instrument is equally suitable for talent development, leadership development as well as for culture and behavior programs.
The report is clear, comprehensive, and action-oriented, with:
Confidentiality is guaranteed: results are only displayed for respondent groups with at least 3 respondents (adjustable to a stricter limit, e.g., 5).
A 360° feedback survey is ideal in combination with:
You use the 360° feedback survey within development and HR processes when you need a broad, multi-voiced, and reliable picture.
Specifically, you can use a 360° as:
Get a complete picture of someone’s performance
Dutch, French & English
Suitable for all education levels
Standard or custom survey
Concrete action plan template included
Price per administration: from €225
