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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 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
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
