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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 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
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
