Every organisation is different. What you expect from your (future) employees can be very different to what others expect. You are looking for tailor-made solutions. Thema Group can help. You can choose from a wide range of different tests that can be used in the following forms.

A well-considered choice.

Assessments are a reliable method to identify the qualities, talents and development points of your (potential) employees. Assessments reduce the chance of mistakes since they help more accurately predict the performance of future employees. Assessment centres provide you with a better and more complete picture of candidates, thereby allowing you to make a well-considered choice.

Our assessment centre can offer solutions for the selection of suitable employees.

The deployability of persons is closely related to the capacities, the personality, manoeuvrability and the skill that they have developed for dealing with a variety of situations.

Our assessment centre, in which psychological research is at centre stage, offers you the possibility of more in-depth mapping of skills, qualities and potential. It can, for example, provide clarity concerning learning abilities, resilience and stress resistance, openness to innovation and competencies such as people- and task-oriented leadership.

Thema Group has access to a wide range of test tools, which enables the customisation of the assessment programs according to your wishes and needs. The comprehensive reporting quickly provides you with a complete picture of a candidate’s potential.

Different tests.

The single psychological test.

You have a wide choice of tests relating to personality, capabilities, performance motivation, competencies, etc. Each test can be completed in 45 to 60 minutes. You will receive the result in the form of an extensive report.

The abridged assessment.

This comprises three interrelated psychological tests along with an in-depth interview by our psychologist, and an extensive report. This assessment can be completed in half a day.

The complete assessment.

The content is the same as that of the abridged assessment, supplemented with role-playing, with the participation of a professional and certified actor along with several assessors. This assessment takes a full working day. The reporting is done through an extensive written report supplemented with an oral explanation.

Available tests.

Personality Cognitive skills
Sosie 2nd generation
PMT | Performance Motivation Test

Sosie 2nd generation

“SOSIE” means “perfectly alike” in French. SOSIE is a questionnaire for mapping a person’s personality and values to enable the reliable prediction of the motivation, behaviour and adaptation of such person to a job or an organisational culture. Two people with the same personality traits may behave differently, depending on their value system.

A person’s values provide insight into their possible ‘match’ with a job or an organisational culture. They are deeply rooted and reveal a person’s motivations, beliefs, sources of satisfaction and preferences. A clash between someone’s personal values and the values of a job or organisation can quickly lead to disappointment in a job or organisation.

SOSIE provides a realistic picture of a candidate’s behaviour and motivation by drawing a link between personality traits and values. By providing feedback at competency level, this picture can easily be compared to the requirements of a job or organisation.

Eight personality traits to measure behaviour in the work context:
Dominance, Responsibility, Stress Resistance, Sociability, Prudence, Original Thinking, Personal Relationships, Vitality

Six interpersonal values to identify what drives a person during an interaction with others:
Social Support, Conformity, Recognition, Independence, Altruism, Power

Six personal values to identify what drives persons in connection with the way they work and their professional activity:
Materialism, Performance Motivation, Variety, Persuasion, Order and Cleanliness, Goal Orientation

The SOSIE report makes it possible to assess competences such as:

  • Self-directed ability
  • Adaptability
  • Innovation
  • Emotional adaptation
  • Sociability and Communication
  • Teamwork
  • Influence
  • Decision-making and Autonomy
  • Conducive Environment

Languages in which available
German, English, Spanish, French, Italian, Dutch, Portuguese


Orpheus-NL is a questionnaire, developed from an employment situation, that maps out a person’s work style and focuses on the five main personality domains. The Integrity factor has also been added as a separate trait.

Orpheus-NL comprises 5 main domains, the Integrity factor, apart from 7 smaller scales. The 5 main domains are Extraversion, Friendliness, Curiosity, Stability and Accuracy (comparable to Extraversion, Friendliness, Openness, Neuroticism and Conscientiousness). The Integrity factor has also been added, which will become the focus of increasing attention in procedures for mapping the personality of (future) employees in years to come. The smaller scales can be included in terms of Initiative, Creativity, Manipulation, Assertiveness, Honesty, Loyalty, and Openness. The questionnaire also contains a mechanism to gain insight into the consistency of the response pattern of the person completing the questionnaire. This indicates the person’s approach to the questions.



PMT | Performance Motivation Test

  • Measures productivity and attitude towards work
  • Highly suitable for use in selection, guidance and counselling situations
  • Measures performance motivation, positive performance anxiety and negative performance anxiety

Measurement of productivity and attitude to work.

The PMT contains the following three scales: Performance motivation; a relatively stable personality trait that leads to performance in specific situations. Positive performance anxiety; a disposition that becomes current in relatively unstructured situations (little overview, complex, new and unfamiliar) and that in some way have an important character for the person. Such situations give rise to an optimal state of tension in the person due to a positive performance anxiety, which causes him to function better than under normal circumstances. Negative performance anxiety; a fear that in such situations actually leads to dysfunction.



DAT™ Next Generation
The Watson-Glaser™ Critical Thinking Appraisal III
Raven’s™ APM-III

DAT™ Next Generation

Abstract Reasoning is a non-verbal, online and adaptive test. Abstract reasoning
is defined as the ability to analyse information, recognise patterns and relationships, and solve new problems. Abstract reasoning tests are widely used by psychologists to measure general intelligence. This test measures ‘fluid intelligence’ that people use when working out new and unfamiliar problems. Individuals with higher scores on this test are more likely to learn or ‘grasp’ new things quickly, think laterally, solve unfamiliar problems and make sense of a confusing situation. As a non-verbal test it can be useful for (groups of) non-native speaking applicants.
Languages in which available: German, English, Spanish, French, Italian, Dutch, Portuguese, Turkish.

Also available in the DAT™ Next Generation series: numerical skills, number sequences, spatial awareness, verbal analogies

Languages in which available
French, English, German, Spanish, Dutch

The Watson-Glaser™ Critical Thinking Appraisal III

The Watson-Glaser™ Critical Thinking Appraisal III is the revised version of the Watson-Glaser Critical Thinking Appraisal II. The revised version is time-bound and suitable for use in controlled as well as uncontrolled environments, which makes it a helpful selection tool for assessing critical thinking skills. W-G III consists of 40 multiple-choice questions (randomly generated from a large question database) and can be completed in 30 minutes.
The W-G III provides insight into the degree to which an individual can identify assumptions, evaluate arguments and draw conclusions. Critical reasoning abilities are important for roles involving the processing of large amounts of information, drawing logical conclusions, determining strategy, minimising risk and optimising organisational performance.

Languages in which available
Dutch, French, English, Spanish

Raven’s™ APM-III

Raven’s™ APM-III is designed to understand the general cognitive abilities of job applicants in an objective and efficient manner. This item-banked version is available in 14 different languages. The difficulty level and duration of this new version can be compared to Raven’s APM-II and there is a correlation of 0.97 between the two versions.

The test takes 40 minutes to complete, and consists of 23 items randomly selected from a large database. Using an ‘item-banked’ test greatly reduces the probability that two different participants will receive the same items. The test is designed to be taken either with or without supervision.RAVEN’s is a reliable test that provides insight into the abilities relating to:

  • Lateral thinking
  • Mastering new concepts quickly
  • Solving problems and completing tasks involving new information and unfamiliar situations

RAVEN’S is a non-verbal test that can be used with candidates who speak different languages, thereby eliminating language bias.

The ‘Advanced Progressive Matrices’ (APM) version of the RAVEN’S series is designed to be the difficult version of the Standard Progressive Matrices (SPM). This level makes the test extremely suitable for use with job applicants for roles such as supervisor, manager, technical professional, or for executive positions. The SPM version is usually used for entry-level and non-management positions.

Languages in which available
Danish, Dutch, English, Spanish, French, German, Italian, Norwegian, Portuguese, Swedish, Chinese, Japanese

What does a test track look like.

Contact us

Examples of possible assessment packages.

  • Personality
  • Work experience and intellectual abilities
  • Analytical ability Critical reasoning
  • Performance motivation
Prospective managers:
  • Personality
  • Work experience and intellectual abilities
  • Leadership
  • Critical reasoning for novice managers
Commercial positions:
  • Personality
  • Work experience and intellectual abilities
  • Sales capabilities
  • Performance motivation

Getting the best out of your

An assessment gives you a better and more complete picture of a candidate. Request it via this form.

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