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August 8, 2025- August 8, 2025
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What does the MAPS (Mapwave’s Appreciative Personality Survey) measure?
In the MAPS, we map professional personality using the Big Five model, one of the most scientifically validated models in psychology.
The five main dimensions are:
Why include the MAPS in your test package?
The MAPS provides insight into stable behavioral preferences and the way someone tends to react in various situations. It helps you assess whether someone will fit the job context, team, and organizational culture.
Personality doesn’t tell everything about performance, but is often decisive for long-term behavior such as dealing with stress, collaboration or independent functioning, handling change or feedback, etc. This adds unique predictive value on top of, for example, a reasoning test or situational judgment test.
All questions in the test are specifically formulated for the professional context, making the test feel highly relevant and recognizable to candidates.
About the report
The report displays results across the 5 personality dimensions. Each dimension is further divided into subdimensions, allowing the profile to show much nuance.
For each subdimension, you receive a score, feedback text, and a completed core quadrant by Ofman:
This way, you don’t get a “right-wrong” story, but a nuanced, practical, and development-oriented view of the personality profile. This makes the report extremely suitable for recruiters as preparation for selection interviews. Additionally, this is naturally also suitable for self-reflection, coaching, and development conversations.
The results are displayed relative to a representative norm group, so you can put your scores in perspective. Response tendencies are also provided so you get an indication of the social desirability with which a candidate responded.
Recommended combinations with other tests
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue.
This increases incremental validity: the added value of a test on top of the others.
Recommended combination with a personality questionnaire:
Through these combinations, you get a multi-layered and reliable overall picture: from capabilities to behavioral preferences to contextual behavior.
Application
The MAPS personality questionnaire is broadly applicable within selection and development.
Specifically, you can use it for:
This way, you turn selection and development from guesswork into a substantiated process that leads to targeted growth.
Big Five Model
Core Quadrants for development-oriented insight
Dutch, French & English
Suitable for all education levels
Self-assessment questionnaire
120 questions
Time: 15 minutes
Price per administration: €55
The accuracy test measures how carefully and thoroughly someone works when they need to check numerical, textual, or visual information. Candidates are presented with a series of short items — think of number sequences, figures, or text fragments — and must indicate each time whether these are identical or not.
The test measures the extent to which someone can detect errors, correctly verify data, and remain focused under time pressure. This is an important competency in positions where precision, error-free work, or quality control are essential.
In many positions, one small mistake is enough to have major consequences — think of incorrect amounts on an invoice, an error in a contract, or a wrong serial number in logistics.
This test is particularly suitable for positions where employees:
By combining three different forms of input (numbers, text, and figures), you get a broad picture of someone’s accuracy in diverse contexts. The built-in time pressure also simulates the reality of many positions, giving the results high predictive value for performance in daily work.
The test results show one standardized score: accuracy. The score is based on the number of correct, incorrect, and blank answers within the time limit. Each incorrect answer leads to a negative score, which encourages candidates not to guess blindly. This makes the test particularly suitable for reliably detecting differences in meticulousness.
The score is presented as a stanine score (1-9), so you can easily assess how someone scores relative to the norm group. In the report, you also receive textual feedback about how accurately and carefully the candidate typically works.
Accuracy is only one part of the broader picture. Combine this test with other measurements for a more complete view of someone’s suitability for a role.
Recommended combinations:
The Accuracy Test is a valuable addition within selection procedures. Interviews and CVs can give a biased picture, as candidates often present themselves better than they really are. This test offers an objective and reliable measure of their ability to process detailed information quickly and accurately. This provides you with a reliable picture of precision and attention to detail.
Simple, yet powerful in measuring meticulousness
High validity in roles with error-sensitive tasks
Dutch, French & English
Speed test with correct/incorrect choices
Suitable for bachelor level
30 questions
Time: Maximum 5 minutes
Price per administration: €40
The accuracy test measures how carefully and thoroughly someone works when they need to check numerical, textual, or visual information. Candidates are presented with a series of short items — think of number sequences, figures, or text fragments — and must indicate each time whether these are identical or not.
The test measures the extent to which someone can detect errors, correctly verify data, and remain focused under time pressure. This is an important competency in positions where precision, error-free work, or quality control are essential.
In many positions, one small mistake is enough to have major consequences — think of incorrect amounts on an invoice, an error in a contract, or a wrong serial number in logistics.
This test is particularly suitable for positions where employees:
By combining three different forms of input (numbers, text, and figures), you get a broad picture of someone’s accuracy in diverse contexts. The built-in time pressure also simulates the reality of many positions, giving the results high predictive value for performance in daily work.
The test results show one standardized score: accuracy. The score is based on the number of correct, incorrect, and blank answers within the time limit. Each incorrect answer leads to a negative score, which encourages candidates not to guess blindly. This makes the test particularly suitable for reliably detecting differences in diligence.
The score is presented as a stanine score (1-9), so you can easily assess how someone scores relative to the norm group. In the report, you also receive textual feedback about how accurately and carefully the candidate typically works.
Accuracy is only one part of the broader picture. Combine this test with other measurements for a more complete view of someone’s suitability for a role.
Recommended combinations:
The Accuracy Test is a valuable addition within selection procedures. Where interviews or CVs often give a biased picture and candidates can present themselves better than they actually are, this test offers an objective measurement of someone’s ability to quickly and error-free process detailed information. This provides you with a reliable picture of precision and attention to detail.
Simple, yet powerful in measuring diligence
High validity in roles with error-sensitive tasks
Dutch, French & English
Suitable for secondary level
Speed test with correct/incorrect choices
30 questions
Time: Maximum 5 minutes
Price per administration: €40
The planning test measures practical planning skills under time pressure. Candidates receive a large amount of information – such as tasks, time limits and priorities – and must create the most optimal planning possible.
This test evaluates:
The test simulates a realistic work situation in which candidates demonstrate their ability to work in a structured and goal-oriented manner, even under high cognitive load.
Planning ability is crucial in roles where:
The planning test provides an objective, performance-oriented measure of this skill. Candidates cannot ‘guess well’: only a correctly constructed plan leads to a high score.
By including this test in your selection procedure, you gain insight into how someone plans, prioritizes and makes decisions under pressure – information that is often not visible in interviews or personality questionnaires. This increases the chance of sustainable performance and smooth integration in demanding roles.
The report provides one clear score on planning ability, displayed relative to a norm group via a stanine score (1-9).
Additionally, the report contains:
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with a planning test:
Through these combinations, you get a multi-layered and reliable overall picture: from capacities to behavioral preferences to practical problem-solving ability.
The Planning Test is a valuable addition within selection procedures. Where interviews and CV screenings are often based on what a candidate says, this exercise shows how someone practically deals with pressure, priorities and complex choices.
Measures planning skills under pressure – realistic simulation
Objective performance measurement – not a guessing test
Dutch
Suitable for bachelor and master levels
Performance-oriented multiple-choice test
15 questions
Time: maximum 45 minutes
Price per administration: €40
The SJT Organizational Skills provides insight into how someone organizes work and adapts to unexpected situations. Candidates are presented with 5 situations, each with five possible responses. Each response must be evaluated individually for appropriateness.
This test focuses on two core competencies. They are measured using the following behavioral indicators:
This provides insight into how someone plans, organizes and deals with unforeseen circumstances in a professional context.
Organizational skills are a crucial competency in roles where:
Unlike a reasoning test or personality questionnaire, this SJT shows how someone makes choices in realistic work contexts with multiple possible answers. This provides a reliable picture of how candidates would organize themselves and adapt to changes.
The report provides standardized scores per competency (stanines 1–9) with corresponding feedback and development advice.
The dimensions are:
Each score is explained with a feedback text and development tip, so the report not only has selection value but is also useful in coaching and development conversations.
The results are always compared with a representative norm group, so performance can be objectively interpreted.
No single test perfectly predicts on its own how someone will function in a job. What you can do is smartly combine tests that each measure something different — so that you gather as much relevant information as possible, without unnecessary overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.
Recommended combination with the SJT Organizational Skills:
Together, this provides a nuanced and reliable picture of organizational skills: from preferences and behavioral style to practical application.
Measures Planning and flexibility in realistic situations
Objective standardization with concrete feedback and development tips
Dutch, French & English
Suitable for all education levels
Situational Judgment Test (SJT) – textual
5 situations, each with 5 responses to evaluate
Time: Maximum 20 minutes
Price per administration: €55
