Value Fit

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 :

  • Performance & Recognition: personal success at work, with skills and achievements being recognised within the
    organisation
  • Status & Leadership: social status and prestige in the workplace, which manifest themselves in leadership roles
    and influence
  • Colleagueship: committing to the needs of people with whom one regularly works and building harmonious and
    supportive working relationships
  • Equality & Inclusion: equality, respect, and protection against discrimination for all members of the organisation;
    socially responsible policies
  • Stability & Security: safety, stability, well-being and risk avoidance in the work and organisational setting
  • Tradition: preserving, respecting and promoting the organisation’s traditions, culture and customs
  • Conformity: meeting and adapting to management’s expectations and standards, setting aside personal
    preferences to maintain organisational order
  • Autonomy: independent thinking and decision-making, creativity and exploration at work; freedom to choose
    how one does their job
  • Variety & Challenge: variation, seeking out new impetus and challenges in work situations and contexts
  • Job Satisfaction & Personal Interests: job satisfaction and balance between work and recreational and leisure
    interests
  • Predictor of retention – values fit is a strong indicator of retention, engagement and well-being.
  • Culture and team fit – increases the likelihood of sustainable matches, smoother onboarding and better collaboration.
  • Clear, shared language – makes values explicit and easier to discuss in both selection and HR processes.
  • Fair & transparent – there is no “right or wrong”; it is about finding a good fit.

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:

  • What are values and why measure them
  • Candidate results – The values hierarchy shows which values carry more weight than others in a candidate’s choices and behaviour. Each value includes an explanation of the score.
  • Overall Value Fit* – a concise overview of the degree of fit.
  • Person–Organisation Fit per value* – a visual representation of the proximity or distance between the organisation and the candidate for each value.
  • Explanation of Person–Organisation Fit* – when is there a good fit, and what does this mean for the candidate and the organisation?

*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:

  • Personality test (MAPS)
    → provides insight into stable behavioural preferences (e.g. orderliness, flexibility, stress response).
    → complements values (why) with behaviour (how).
  • SJT (Situational Judgement Test)
    → assesses decision-making and judgement in context.
    → shows how someone makes choices in dilemmas where values come into play.
  • Reasoning test (abstract or verbal)
    → measures cognitive ability, such as handling complexity and learning speed.
    → completes the overall picture without unnecessary overlap.

  • 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

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View our complete range of tests.

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SiSO-tool

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:

  • Collaboration – Creating a constructive environment in which people can work together effectively.
  • Coaching – Supporting employees in achieving their goals through an equal and empowering relationship.
  • Dealing with conflicts – Detecting conflicts and intervening appropriately, with understanding for all parties involved.
  • Flexibility – Adapting smoothly to changes and accurately assessing priorities.
  • Organization – Using time, resources, and people efficiently to achieve objectives.
  • Communication – Conveying ideas and information clearly and structuredly, tailored to the conversation partner.

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:

  • Insight into the core competencies of customized employment coaches as defined in the Decree on Customized Employment (BVR Maatwerk).
  • Realistic job preview for candidates

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:

  • Feedback text – description of the current level
  • Development advice – specific advice to strengthen the skill
  • Graphical score display – a visual overview of the results

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:

  • Collaboration
  • Coaching
  • Dealing with conflicts
  • Flexibility
  • Organization
  • Communication

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as team orientation, perseverance, or stress resilience,
    → helps explain why someone responds in a certain way in social situations.
  • Reasoning test (numerical/verbal)
    → measures cognitive ability: numerical and/or verbal thinking.
    → provides insight into what someone can handle in terms of complexity and pace.
  • Planningstest
    → meet praktische planningsvaardigheden onder druk.
    → vult de SJT aan met een objectieve prestatiemeting van planning en prioritering.
  • Accuracy test
    → measures accuracy under time pressure.
    → provides insight into how carefully and thoroughly someone works when they have to check numerical, textual or visual information.

The SiSO tool is exclusively for use by social enterprises and can be applied in the following contexts:

  • Selection: the test supports the selection process by providing an objective picture of how candidates act as customized employment coaches in everyday work situations. This way you gain insight into who successfully applies competencies such as coaching, clear communication, and problem-solving in practice. This enhances the quality of your hires and reduces the risk of mismatches.
  • Learning & Development: the test can serve as a baseline measurement for new employees. You gain insight into the participants’ strengths and development areas, allowing you to tailor the learning plan accordingly.

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

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Value Fit

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 :

  • Performance & Recognition: personal success at work, with skills and achievements being recognised within the
    organisation
  • Status & Leadership: social status and prestige in the workplace, which manifest themselves in leadership roles
    and influence
  • Colleagueship: committing to the needs of people with whom one regularly works and building harmonious and
    supportive working relationships
  • Equality & Inclusion: equality, respect, and protection against discrimination for all members of the organisation;
    socially responsible policies
  • Stability & Security: safety, stability, well-being and risk avoidance in the work and organisational setting
  • Tradition: preserving, respecting and promoting the organisation’s traditions, culture and customs
  • Conformity: meeting and adapting to management’s expectations and standards, setting aside personal
    preferences to maintain organisational order
  • Autonomy: independent thinking and decision-making, creativity and exploration at work; freedom to choose
    how one does their job
  • Variety & Challenge: variation, seeking out new impetus and challenges in work situations and contexts
  • Job Satisfaction & Personal Interests: job satisfaction and balance between work and recreational and leisure
    interests
  • Predictor of retention – values fit is a strong indicator of retention, engagement and well-being.
  • Culture and team fit – increases the likelihood of sustainable matches, smoother onboarding and better collaboration.
  • Clear, shared language – makes values explicit and easier to discuss in both selection and HR processes.
  • Fair & transparent – there is no “right or wrong”; it is about finding a good fit.

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:

  • What are values and why measure them
  • Candidate results – The values hierarchy shows which values carry more weight than others in a candidate’s choices and behaviour. Each value includes an explanation of the score.
  • Overall Value Fit* – a concise overview of the degree of fit.
  • Person–Organisation Fit per value* – a visual representation of the proximity or distance between the organisation and the candidate for each value.
  • Explanation of Person–Organisation Fit* – when is there a good fit, and what does this mean for the candidate and the organisation?

*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:

  • Personality test (MAPS)
    → provides insight into stable behavioural preferences (e.g. orderliness, flexibility, stress response).
    → complements values (why) with behaviour (how).
  • SJT (Situational Judgement Test)
    → assesses decision-making and judgement in context.
    → shows how someone makes choices in dilemmas where values come into play.
  • Reasoning test (abstract or verbal)
    → measures cognitive ability, such as handling complexity and learning speed.
    → completes the overall picture without unnecessary overlap.

  • 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

Add

Personality (MAPS)

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:

  1. Emotional stability – how resilient or sensitive you react to stress or setbacks.
  2. Extraversion – how social, energetic, or reserved you are.
  3. Conscientiousness – how structured, orderly, or flexible you work.
  4. Altruism – how much you consider others versus your own interests.
  5. Openness – how curious and innovation-oriented you are versus conservative.

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:

  • Quality – a natural strength in your personality
  • Pitfall – the risk that this quality is used too strongly, causing it to overshoot.
  • Allergy – behavior in others that can strongly irritate you, often the opposite of your quality.
  • Challenge – the behavior you can develop to keep your quality in balance and avoid your pitfall.

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:

  • Reasoning test
    → measures cognitive abilities, such as abstract reasoning and learning capacity.
    → indicates what someone can handle in terms of complexity and pace.
  • Situational judgment test (SJT)
    → simulates concrete work situations and measures practical decision-making.
    → indicates how someone tends to act in typical job situations.

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:

  • Selection – get an objective and nuanced view of someone’s personality and behavioral preferences. This allows you to assess whether someone aligns with the role and organizational context, and adds reliable data points alongside interviews or CVs.
  • Self-insight – the connection with Ofman’s core quadrants makes strengths, pitfalls, challenges, and allergies concretely visible. Candidates or employees recognize themselves better and understand how their behavior is experienced by others.
  • Coaching and development – the insights form a powerful foundation for coaching trajectories and development plans. It clarifies where growth opportunities lie and how someone can more effectively deal with their own pitfalls and challenges.

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

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Accuracy Test Bachelor

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:

  • Regularly need to check and process data or documents
  • Must work error-free, even with monotonous or repetitive tasks
  • Must act quickly and precisely, for example in administrative processing, quality control, or data entry

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as empathy, stress resistance, and flexibility.
    → helps explain why someone reacts in a certain way in customer situations.
  • Reasoning test (abstract, verbal, or numerical)
    → measures cognitive capacity: logical, verbal, and/or numerical thinking.
    → indicates something about what someone can handle in terms of complexity and learning ability.
  • Situational judgment test (SJT)
    → measures behavior in recognizable work situations.
    → indicates something about how someone is inclined to act in practice-oriented contexts.

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

Add

Accuracy Test Secondary

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:

  • Regularly need to check and process data or documents
  • Must work error-free, even with monotonous or repetitive tasks
  • Must act quickly and precisely, for example in administrative processing, quality control, or data entry

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as empathy, stress resistance, and flexibility.
    → helps explain why someone reacts in a certain way in customer situations.
  • Reasoning test (abstract, verbal, or numerical)
    → measures cognitive capacity: logical, verbal, and/or numerical thinking.
    → indicates something about what someone can handle in terms of complexity and learning ability.
  • Situational judgment test (SJT)
    → measures behavior in recognizable work situations.
    → indicates something about how someone is inclined to act in practice-oriented contexts.

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

Add

Planning Test

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:

  • Information processing – how quickly and accurately you process complex input
  • Working memory and analytical thinking – how well you make connections and create a realistic plan
  • Stress resistance and efficiency – how you perform under time pressure

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:

  • Deadlines must be met
  • Multiple tasks must be efficiently combined
  • Work must be organized
  • Priorities must be properly assessed

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:

  • Feedback text – a brief description of the current planning level
  • Development tips – practical recommendations to further strengthen planning ability
  • Item analysis – number of correct, incorrect and unanswered questions
  • Time registration – total duration of the test administration (max. 45 minutes)

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:

  • Reasoning test
    → measures cognitive capacities, such as abstract reasoning and learning ability.
    → indicates what someone can handle in terms of complexity and pace.
  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, stress resistance and flexibility.
    → indicates how someone is inclined to act in work situations.

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

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SJT Social Skills

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:

  • Task-oriented collaboration – practical cooperation, making clear agreements, and sharing knowledge
  • People-oriented collaboration – considering others, constructively handling disagreements
  • Assertiveness – forming your own opinion and expressing it respectfully
  • Customer orientation – seeking solutions and appropriately handling challenging customer situations
  • Reliability – acting consistently and with integrity when dealing with information and people
  • Flexibility – handling changes and continuing to work efficiently

Social skills are decisive in virtually every job. They determine how well someone can:

  • collaborate within a team
  • interact with customers or external parties
  • communicate in challenging situations
  • adapt flexibly to changing circumstances

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:

  • Feedback text – description of the current level
  • Development advice – concrete tips to strengthen the skill
  • Graphical score display – a visual overview of the results

This makes the report useful not only for selection, but also for coaching and development conversations.

The six competencies that are reported separately are:

  1. Task-oriented collaboration
  2. People-oriented collaboration
  3. Assertiveness
  4. Customer orientation
  5. Reliability
  6. Flexibility

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as collaboration, empathy, and flexibility.
    → helps explain why someone makes certain choices in social situations.
  • Reasoning test (abstract, verbal, or numerical)
    → measures cognitive capacity: logical, verbal, and/or numerical thinking.
    → indicates what someone can handle in terms of complexity and learning ability.

Together, these tests provide a complete picture: from social skills to personality and cognitive strengths.

  • Selection: the test provides objective insight into how candidates behave in social situations. You get a reliable picture of their ability to collaborate, flexibility, reliability, customer-friendliness, and assertiveness. This improves the quality of your hires and reduces the risk of mismatches.
  • Learning & development: the test can serve as a baseline measurement at the start of training or education. You gain insight into the strengths and development points of participants and can tailor the learning path accordingly. With a later measurement, you can also see what progress has been made.

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

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Voorbeeld SJT's

SJT Organizational Skills

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:

  • Planning ability
    → setting realistic deadlines
    → establishing the right priorities
    → maintaining overview
  • Adaptability
    → responding correctly to unexpected events
    → overcoming structural problems

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:

  • Many tasks run in parallel and must be properly prioritized
  • Deadlines must be met without loss of quality
  • Flexibility is needed to respond to unexpected circumstances

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:

  • Planning ability
  • Sets realistic deadlines
  • Establishes the right priorities
  • Maintains overview
  • Adaptability
  • Responds correctly to unexpected events
  • Overcomes structural problems

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as orderliness, flexibility and stress resistance.
    → reveals something about the natural style in which someone plans and organizes.
  • Reasoning test (abstract, verbal or numerical)
    → measures cognitive capacity: logical, verbal and/or numerical thinking.
    → reveals something about what someone can handle in terms of complexity and learning ability.
  • Planning test
    → measures practical planning skills under pressure.
    → complements the SJT with an objective performance measurement of planning and prioritization.

Together, this provides a nuanced and reliable picture of organizational skills: from preferences and behavioral style to practical application.

  • Selection: the test offers objective and reliable insight into how candidates behave in realistic work situations. This allows you to better predict who has the most potential to function successfully within your organizational context. This improves the quality of your recruitment and reduces the risk of mismatches.
  • Learning & development: the test can serve as a baseline measurement at the start of education or training. You gain insight into the strengths and development points of participants and can tailor the learning path accordingly. With a later measurement, you can also see what progress has been made.

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

Add
Voorbeeld SJT's

SJT Cognitive Skills

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:

  • Solves problems – in a pragmatic and future-oriented manner
  • Analyzes information – critically, systematically and without unwarranted interpretations
  • Makes decisions – thoughtfully and with consideration for impact, even under resistance

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:

  • Regularly need to make decisions based on incomplete information
  • Must approach problems pragmatically and critically
  • Must quickly gain overview in complex or contradictory situations

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):

  • Analyzing information – how well the candidate makes connections, distinguishes main from secondary issues, and sticks to the facts
  • Problem solving – how effectively someone structures problems, identifies causes and evaluates solutions
  • Decision making – how thoughtfully and consistently someone makes decisions, even under resistance or unpopular choices

For each competency, the report contains:

  • A feedback text that describes the behavior and thinking level
  • Development advice tailored for use in coaching or development programs
  • A graphical representation of the scores on the normal distribution

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:

  • Reasoning test (abstract, verbal or numerical)
    → measures pure cognitive capacity: logical, verbal and/or numerical thinking.
    → indicates what someone can handle in terms of complexity and learning ability.
  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as flexibility, orderliness or decisiveness.
    → indicates how someone is inclined to behave.

Through this combination, you get a reliable overall picture: from analytical ability to contextual behavior and behavioral preferences.

  • Selection: the test measures candidates’ ability to analyze information, solve problems and make informed decisions in realistic work situations. This gives you an objective view of their thinking and reasoning skills, and you quickly know whether someone can handle the complexity and responsibilities of a position.
  • Learning & development: the test can be used as abaseline measurement at the start of a development program or leadership program where analytical ability, critical thinking or decisiveness are central. You clearly map the strengths and improvement points of the participants and can tailor training or coaching accordingly. Repeated administration also makes it possible to make learning progress visible.

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

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Voorbeeld SJT's

SJT Sales

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:

  • Customer-oriented action – putting the customer at the center, responding specifically to needs and providing tailored advice
  • Persuasion – inspiring the customer, building trust and using arguments appropriately
  • Persistence – staying focused on the goal, even when facing resistance or criticism

Additionally, the report provides insight into two typical sales profiles:

  • Hunter – actively approaching new customers
  • Farmer – building relationships with existing customers

In sales, it’s about more than just achieving targets. It’s also about how someone:

  • builds relationships with customers
  • handles rejection or objections
  • responds to commercial opportunities
  • presents themselves and the product persuasively

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:

  • Persistence
  • Customer-oriented action
  • Persuasion

Additionally, the report contains scores for the personal sales profile:

  • Hunter
  • Farmer

Each score is explained with:

  • Feedback text – concrete description of current behavior
  • Development advice – tips for further growth in the competency
  • Graphical representation – visual score position relative to the norm group

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:

  • Reasoning test (abstract, verbal or numerical)
    → measures cognitive capacity: logical, verbal and/or numerical thinking.
    → indicates what someone can handle in terms of complexity and learning ability.
  • Personality questionnaire (MAPS)
    → provides insight into stable behavioral preferences such as assertiveness, persistence and empathy.
    → helps explain why someone acts in a certain way in sales situations.

Through this combination, you get a complete picture of someone’s sales potential: from thinking ability to behavioral style and effective action in context.

  • In selection the test provides an objective view of how candidates handle typical sales situations. You gain insight into their ability to understand customer needs, communicate persuasively, build relationships and deal with resistance or pressure. This increases the chance that you hire salespeople who not only achieve targets, but also build sustainable customer relationships.
  • In learning & development the test can be used as a baseline measurement at the start of a sales training or commercial development program. You clearly map the strengths and development points of the participants, so that training and coaching align optimally. A repeated measurement also shows what progress has been made.

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

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Voorbeeld SJT's

SJT Customer Service

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:

  • Customer orientation – always putting the customer first, providing targeted advice and responding to needs
  • Results orientation – staying focused on goals and persevering through obstacles or unexpected circumstances
  • Stress resilience – remaining calm and effective under pressure, resistance, or emotions

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:

  • have intensive contact with customers (by phone or digitally)
  • must make correct and efficient decisions under pressure
  • must remain calm during resistance or challenging conversations

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:

  • Customer orientation – how well someone responds to customer needs and expectations
  • Results orientation – the extent to which someone acts goal-oriented and persistently
  • Stress resilience – how effectively someone continues to function under pressure

Each score is explained with:

  • Feedback text – description of current behavior
  • Development advice – practical tips to become stronger in the competency
  • Graphical score display – clearly presented relative to the norm group

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as empathy, stress resilience, and flexibility.
    → helps explain why someone reacts in a certain way in customer situations.
  • Reasoning test (abstract, verbal, or numerical)
    → measures cognitive capacity: logical, verbal, and/or numerical thinking.
    → indicates what someone can handle in terms of complexity and learning ability.

The SJT Customer Service can be used in both selection and development for roles within call centers, customer service, reception, and secretarial work:

  • In selection the test provides an objective picture of how candidates handle situations that specifically occur in roles with extensive customer contact. You get a clear score on customer orientation, results orientation, and stress resilience. This improves the quality of your hires and reduces the risk of mismatches.
  • In learning & development the test can serve as a baseline measurement at the start of a training or development program. You map the competencies of employees and gain insight into strengths and development points. With a later administration, you also see the growth and learning effect.

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

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Voorbeeld SJT's

SJT Basic Competencies

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:

  • perform physical operational work with clear quality and safety standards
  • regularly need to collaborate and communicate with colleagues
  • must independently solve unexpected situations
  • work in environments such as production, logistics, cleaning, technical services, or transport

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:

  • Flexibility – how well someone adapts to changing circumstances and learns to switch when plans change.
  • Problem solving – the ability to deal pragmatically with difficult situations and take appropriate actions.
  • Collaboration – how constructively someone works with others and takes their needs and expectations into account.

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as empathy, stress resistance, and flexibility.
    → helps explain why someone responds in a certain way in customer situations.
  • Accuracy test (Secondary)
    → measures accuracy under time pressure
     → indicates something about how carefully and thoroughly someone works when they need to check numerical, textual, or visual information.
  • In selection the test helps to get an objective picture of how candidates handle everyday but crucial work situations. This way you can quickly see whether someone possesses the fundamental competencies needed to function successfully within an operational context.
  • In learning & development the test can serve as a baseline measurement for new employees or when setting up a broader development program. You gain insight into strengths and improvement areas in basic skills, allowing you to better align training programs. A later administration makes it possible to visualize evolution and learning effects.

 

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

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Voorbeeld SJT's

Numerical Reasoning Master

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:

  • Roles where numerical analysis and reporting are important
  • Making quick and correct decisions based on quantitative information
  • Understanding financial, operational, or technical data

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:

  • Numerical reasoning ability – the extent to which you succeed in correctly interpreting numerical information and drawing logical conclusions from it.
  • Speed – how quickly you answered the questions. This has no impact on your total score, but provides additional insight into your work pace.

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:

  • Personality test
    → measures stable behavioral preferences, such as stress resistance, independence, flexibility.
    → says something about how someone behaves in the workplace.
  • Situational Judgment Test (SJT)
    → simulates realistic work situations and measures how someone is inclined to react.
    → says something about practical judgment, setting priorities, collaboration, etc.

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

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Numerical Reasoning Bachelor

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:

  • Roles where numerical analysis and reporting is important
  • Making quick and correct decisions based on quantitative information
  • Understanding financial and operational data

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:

  • Numerical reasoning ability – the extent to which you succeed in correctly interpreting numerical information and drawing logical conclusions from it.
  • Speed – how quickly you answered the questions. This has no impact on your total score, but provides additional insight into your work pace.

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:

  • Personality test (MAPS)
    → measures stable behavioral preferences, such as stress resistance, independence, flexibility.
    → says something about how someone behaves in the workplace.
  • Situational judgment test (SJT)
    → simulates realistic work situations and measures how someone is inclined to react.
    → says something about practical judgment, setting priorities, collaboration, etc.

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

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Verbal Reasoning Master

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:

  • Logical reasoning with language – interpreting facts and implications
  • Critical thinking and concentration – distinguishing between what is explicitly stated and what is not
  • Accuracy and speed of information processing

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:

  • Sharp analysis of written information is required
  • Accuracy in interpretation has a direct impact
  • Candidates must quickly separate main points from details

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:

  • Verbal reasoning ability – the number of correct answers converted to a stanine score (1-9), standardized against a representative norm group
    • Recognizing Contradictions and Distortions: How well someone critically evaluates statements when the information is incorrect, overly absolute, or biased.
    • Assessing the Limits of Evidence: How well someone assesses whether there is sufficient information to make a claim.
    • Drawing Valid Conclusions: How well someone uses relevant information to reach accurate conclusions.
  • Accuracy – the extent to which the given answers were correct, without penalty points for answers marked as “I don’t know”
  • Speed – the time required to complete the test (does not affect the score, but provides additional insight into work pace)

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, conscientiousness, and cooperation.
    → indicates how someone is inclined to act in work situations.
  • Abstract reasoning test
    → measures logical and analytical thinking with figures and patterns.
    → indicates learning ability and problem-solving thinking outside language context.

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

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Verbal Reasoning Bachelor

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:

  • Logical reasoning with language – interpreting facts and implications
  • Critical thinking and concentration – distinguishing between what is explicitly stated and what is not
  • Accuracy and speed of information processing

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:

  • Sharp analysis of written information is required
  • Accuracy in interpretation has a direct impact
  • Candidates must quickly separate main points from details

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:

  • Verbal reasoning ability – the number of correct answers converted to a stanine score (1-9), standardized against a representative norm group
    • Recognizing Contradictions and Distortions: How well someone critically evaluates statements when the information is incorrect, overly absolute, or biased.
    • Assessing the Limits of Evidence: How well someone assesses whether there is sufficient information to make a claim.
    • Drawing Valid Conclusions: How well someone uses relevant information to reach accurate conclusions.
  • Accuracy – the extent to which the given answers were correct, without penalty points for answers marked as “I don’t know”
  • Speed – the time required to complete the test (does not affect the score, but provides additional insight into work pace)

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, conscientiousness, and cooperation.
    → indicates how someone is inclined to act in work situations.
  • Abstract reasoning test
    → measures logical and analytical thinking with figures and patterns.
    → indicates learning ability and problem-solving thinking outside language context.

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

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Abstract Reasoning Master

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:

  • Inductive and deductive reasoning – recognizing relationships between abstract figures
  • Problem-solving thinking – logical reasoning without relying on specific subject knowledge
  • General cognitive abilities – a predictor of learning speed and job performance

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:

  • Successful performance in new or complex roles
  • Quick learning and understanding of new concepts
  • Effective problem-solving and analytical thinking

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:

  • Abstract reasoning ability – the number of correct answers, converted to a stanine score (1-9) relative to a norm group
  • Speed – the time required to answer the questions (does not affect the score, but provides additional insight into work pace)

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, stress resistance, and cooperation.
    → indicates how someone tends to act in work situations.
  • Situational judgment test (SJT)
    → simulates concrete work situations and measures practical judgment.
    → indicates how someone tends to act in typical job situations.

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

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Abstract Reasoning Bachelor

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:

  • Inductive and deductive reasoning – recognizing relationships between abstract figures
  • Problem-solving thinking – logical reasoning without relying on specific subject knowledge
  • General cognitive abilities – a predictor of learning speed and job performance

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:

  • Successful performance in new or complex roles
  • Quick learning and understanding of new concepts
  • Effective problem-solving and analytical thinking

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:

  • Abstract reasoning ability – the number of correct answers, converted to a stanine score (1-9) relative to a norm group
  • Speed – the time required to answer the questions (does not affect the score, but provides additional insight into work pace)

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, stress resistance, and cooperation.
    → indicates how someone tends to act in work situations.
  • Situational judgment test (SJT)
    → simulates concrete work situations and measures practical judgment.
    → indicates how someone tends to act in typical job situations.

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

Add

Abstract Reasoning Secondary

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:

  • Inductive and deductive reasoning – recognizing relationships between abstract figures
  • Problem-solving thinking – logical reasoning without relying on specific subject knowledge
  • General cognitive abilities – a predictor of learning speed and job performance

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:

  • Successful performance in new or complex roles
  • Quick learning and understanding of new concepts
  • Effective problem-solving and analytical thinking

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:

  • Abstract reasoning ability – the number of correct answers, converted to a stanine score (1-9) relative to a norm group
  • Speed – the time required to answer the questions (does not affect the score, but provides additional insight into work pace)

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:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences, such as orderliness, stress resistance, and cooperation.
    → indicates how someone tends to act in work situations.
  • Situational Judgment Test (SJT)
    → simulates concrete work situations and measures practical judgment.
    → indicates how someone tends to act in typical job situations.

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

Add

Organizational Survey

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:

  • Satisfaction
  • Engagement
  • Well-being
  • Motivation
  • Leadership
  • Change readiness
  • Organizational culture

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:

  • Complete picture – well-founded insight into strengths and improvement areas within teams and organization-wide
  • Predictive analyses – we not only show what is happening today, but also demonstrate the impact of actions on themes such as engagement, well-being, and motivation
  • Integration with other business data – such as turnover, absenteeism, revenue, customer satisfaction, or KPIs, for deeper explanations and substantiated decisions
  • Targeted improvement actions – through clarity on which interventions will have the greatest impact
  • Compliance with legal obligations – Our survey meets the requirements of Belgian well-being legislation (including psychosocial risk analysis). This way you are immediately compliant with the law and simultaneously gain valuable development insights.

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:

  • Overview by theme and target group – results broken down by department or relevant group.
  • Benchmarking – comparison with internal or external references.
  • Concrete recommendations – targeted advice to set up improvement actions.
  • Interactive report in Power BI – dynamic visuals that allow you to filter and zoom in
  • Classic written report – clear graphs, interpretation, and recommendations in an organized format.

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:

  • Starting point of a change process – map strengths and improvement opportunities and create support.
  • Annual or periodic scan – track the evolution of engagement, well-being, leadership, and more.
  • Evaluation of interventions – measure whether HR, culture, or well-being programs have the desired effect.
  • Targeted team development – focus on specific departments to see their unique challenges and opportunities.
  • Make substantiated organizational decisions

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

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360° Feedback

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:

  • More complete picture – insight into strengths and development areas from multiple angles
  • Better development conversations – concrete and nuanced starting point for coaching or performance discussions
  • Greater self-awareness – reflection of self-image with external perceptions
  • Stronger development actions – thanks to concretely formulated improvement points and a ready-to-use action plan template

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:

  • Global overview – spider web with average scores per competency
  • Benchmark – comparison with the average scores of other participants who simultaneously go through the same process
  • Scores per competency
  • Scores per behavioral indicator
  • Comparison self-image vs. others – insight into similarities and differences
  • Strengths & development opportunities – including concrete improvement points
  • Ready-to-use template for reflection action plan – for immediate follow-up in development conversations

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:

  • Internal development actions within your organization
    → Use the results of the 360° as input for your leadership program, internal coaching, training, or development programs.
    → This way, insights are directly translated into concrete development steps and lasting behavioral change.

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:

  • Start of a development or leadership program – map strengths and focus areas clearly to work in a targeted manner immediately.
  • Competency map for training – determine priorities based on real needs.
  • Performance reviews – conduct a concrete conversation with clear observations and follow-up actions based on more than just vague memories.
  • Baseline and follow-up measurement – establish the initial situation and measure again later to objectively evaluate the growth and impact of a program.

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

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