People are motivated best and effective and successful in work that lies the closest to their true nature. It's from this starting point the TMA Talent Assessment focuses on your talents. TMA Talent Assessment makes it possible to conduct an objective, constructive and especially thorough assessment of motivations, talent and development possibilities. 

The TMA Talent Assessment can be used for selection, development, mobility, career choice and reintegration.

With TMA Talent Assessment, 22 drives and 44 talents are exhaustively mapped. Also you get insight in the development potential of most of the 53 TMA Competencies. The Talent Assessment  takes about an hour that is spent at your computer. The questionnaire for the candidate consists of statements, behavioral items from which the candidate always has to choose the one that matches him best. Thus the motivations of the candidate are unravelled in a subtle manner.

The outcomes of the talent assessment are systematically correlated with each other and are analysed in terms of talents that reinforce and neutralise each other. You receive a balanced candidate  report that has been formulated positively in terms of talents and development and does not judge you.

The TMA is about your personality, and so there is no best way to do the analysis. You do not need to prepare, actually, it is undesirable. You are advised to answer the questions honestly, because that is the only way the outcome of the TMA will be an objective, true picture of yourself. And you can use the results as advice about your working career.

A number of practical issues (and general matters relating to doing a personality analysis) is recommended for everyone. Please find these below:

Be relaxed
Doing an assessment is a strenuous day’s work that requires a lot of your energy and stamina. Make sure you get enough sleep and are in good physical condition. If you are tired or ill, it is better to postpone the assessment.

Travel relaxed
Travelling in the morning rush-hour traffic is often stressful. Make sure you leave home earlier so that this stress is minimal. Find out what is your least stressful way to travel, make sure you know about of the usual traffic jams and train delays.

Career and CV at a glance
The competency-based interview during the assessment may be partly a repetition of the interview(s) you already had. Psychologists use your career path in order to understand your personality and ambitions. What is important is the main theme, and not the details.

Representative clothing
Note that psychologists view yourself as a potential representative of the organization for which you want to work. Thus examine yourself this way. Please dress in a way you think represents the organization.

Read a book 
Preparation for an assessment should not be left to the last evening. If you have one or two weeks before the assessment, reading a book on this subject is recommended.

Be positive and physically fit
Good preparation starts with a positive attitude and physical fitness. Your energy and also your endurance is tested on such a day.

Soft on the relation, hard on the content!
Friendliness is your strongest weapon in this fight. Rapidly demonstrating domineering unfriendliness is a major shortcoming. Wanting to be too nice is as well. Therefore: soft on the relation and hard on the contents.

All the same questions
During the assessment you are given multiple personality questionnaires. These lists consists of statements where you have to give your opinion. You must choose between the multiple choice answers. Sometimes you get the impression that you are answering the same questions several times - and sometimes this is true. Most questions are different. Anyway it is best to rely on your intuition. Your first impression is usually the best!

Ask questions!
If you do not understand the purpose of the test, ask your contact person to explain. It is not a problem if you do not understand something. It would be much worse if you blow the test, because you did not completely understand the instructions. You want to show your "real" side. And you can only do that if you understand what is required of you.

Why intelligence tests? I have diplomas.
You might think it is pointless doing intelligence tests, because your intelligence level is proven by diplomas you’ve achieved. To put it in plain language: intelligence tests are not only to look how smart you are, but also how you're smart. What are the strengths in your makeup? Are you more theoretically or practically, logically, or intuitively thinking, more verbal or more precisely, how creative and original are your solutions etc.

The data in the exercises are of the “not my thing”
For example you work at a bank, and you get an exercise where you need to sell technical stuff. No problem! You will not be assessed on how good your expertise is, but on how you score on commercial skills and persuasion, customer focus, performance and such. This sort of exercises does not require any specific knowledge about the industry.

Prepare yourself well, but do not overdo it!
Know what you can expect from the assessment. Which different parts are included in the assessment? You can think of: personality tests, ability tests, role plays and an interview with the consultant. Practice one or two tests on a web site or from a book. This gives you an idea in advance of the tests. Consider what your strengths and weaknesses are. Then you are well prepared and make the assessment with a good feeling of preparation.

Same test as your colleagues, but applying for a different position?
During your assessment you can get the same tests as a colleague, even though they are tested for a completely different position. Each assessment exercise has different scenarios. Thus, the gravity of the exercises is tailored to the level, with a different emphasis on certain skills and sometimes on other competencies.

Make sure you're on time!
This tip seems obvious, but it's not so. Candidates, for example, who have spent 45 minutes in heavy traffic are often quite stressed. They almost bitten their steering wheel in frustration and are irritated. It is important that you are relaxed when you enter the assessment. It takes all your concentration. You want to show your best side, and you can only do that if you're at ease.

Why always that math?
You cannot head count by use of the calculator. The numerical construction tests measure understanding of numbers and constitute an important part of intellectual abilities. The assignments are designed to be done without a calculator and the processed results, called standards, take into account the fact that everyone uses a calculator .

Try not to let the time pressure on cognitive ability testing get to you.
Try to do the timed tests as well as possible and try to get as far as you can. Do not let the time pressure distract you. You will have better results on tests if you give the best possible answers and try to get as far as possible through the test.

Use the assessment as a learning experience!
The consultant, who has written your report, had an in-depth interest in you. Try to learn from the perception that your consultant has of you, based on the interview, tests and other assignments. Ask him/her for learning points and how you can work on your weaknesses. Or ask him/her how you can better use your strengths.

Personality Testing: Your first impression is usually the best!
When filling out personality questionnaires your best bet is your first impression. Try not to think too long before you make a choice. Your first impression is usually the best. Do not waste time trying to find the logic in the questions or trying to be consistent in your answers. The questions may look like each other but usually differ. Trust your first impression.

Be honest!
Do not only give socially desirable answers, but be honest. This is about you and how you perform in a particular situation. An honest answer brings you further.

Get out what is in you!

Grab your opportunity: get out what's inside. The assessment gives you insight into your capabilities and limitations. Your advisor can provide you with useful insights and tips to develop yourself and use your strengths.

Do you have a bad performance on one part of the assessment? No problem!
The TMA is a diagnostic instrument that looks from different angles at your thought processes. The TMA assessment measures, in addition to cognitive ability, more than 22 behavioral and personality characteristics (talents) and your basic makeup on 53 competencies that make the difference in a job. a comprehensive picture of you is obtained, thanks to the interdependence of these components.

Use the feedback!
During the feedback from the assessment your advisor will give you useful information about your talents. Ask for an explanation of the report.

Be yourself
Simply be yourself. It is important to give an honest picture of yourself. Only then will an optimal match between you and your possible job be achieved.





`It is surprising how employees easily recognise themselves in the description that results from a TMA assessment,

Atos Origin

`Some employees experience it as a gift,'


Tthe candidates recognise themselves to a large extent in the report.


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