From test to insight: how to get the most out of every assessment
Blog by
Marijke van der Meulen
13 October 2025
An assessment is much more than a test with scores and graphs. It is a powerful tool for making behavior, talents, and development potential visible. But you need to choose the right instrument and know how to interpret the results properly. Whether it’s about career development, selection, or reintegration: it all starts with the right questions and a careful approach.
In this Q&A, Marijke answers how we use assessments to provide insights that really help you move forward.
What types of assessments are there and when do we use each one?
Assessments come in many forms, but it’s always about the purpose. At MEPD, we work with three types: development assessments to make growth visible, selection assessments to find the right match, and aptitude assessments to gain insight into cognitive skills. This way, we always choose the instrument that fits the question.
How do we interpret assessment results in an objective and useful way?
An assessment offers valuable insights, but only if the results are well interpreted. That’s why our certified advisors are not only well trained, but also use methods and reference materials that ensure objectivity. Still, it’s not just about the numbers and graphs; the conversation with the candidate is at least as important.
During feedback sessions, we explore with the candidate to what extent they recognize themselves in the outcomes. We ask for concrete examples that confirm or refine the results. Sometimes doubts arise, and then probing is crucial to get a complete and realistic picture. With this approach, we translate assessment results into insights that are truly useful in practice.
How do we ensure that assessments are fair, valid, and reliable?
An assessment must be a fair and reliable measurement; otherwise, it has little value. That’s why we work exclusively with validated tests such as SOSIE, Critical Thinking, and interviews with certified advisors.
But reliability goes beyond the test itself. For instance, we always check if a candidate feels good on the day of the assessment. Factors such as stress, fatigue, or burnout symptoms can influence the results and give a distorted picture.
We also value transparency: assessments should be a tool for fostering development, not a hidden assessment instrument. By communicating clearly about the purpose and application of assessments, we ensure a fair and valuable experience.
What is the ideal timing for using assessments in a career or selection process?
The power of an assessment lies not only in what you measure, but also in when you deploy it. In career trajectories, the assessment is most valuable at the start of the process, but only if the participant is feeling well. The results then help guide further development and support decision making.
In selection processes, it’s not just about what you measure, but also when you do so. Using an assessment straightaway in the first interview round might seem efficient, but often achieves little. Only after one or two conversations, when there is a clear connection, does an assessment really add value. It helps to resolve any remaining doubts and confirms whether someone truly fits the role and organization. This way, you avoid investing time and energy in a candidate who turns out not to be the right fit after all.
How do we ensure that assessment results don't end up in a drawer, but are actually used for development?
A good assessment yields valuable insights, but those need to be put into practice. To prevent results from ending up in a drawer, we ensure clear follow-up. For example, when sending the report, we already indicate that we will contact you within a certain period to discuss the outcomes.
In addition, good feedback is essential. This means not only the candidate, but also the employer and career advisor look together at the results and discuss next steps. Sometimes, an individual coaching program is the logical next step, for example to improve communication skills or to learn to provide feedback more effectively. This way, we ensure that the assessment is not just a snapshot, but a starting point for growth and development.
Get in touch with Marijke; feel free to contact us without obligation.
Also read Anne’s Q&A on personal questions about assessments
Want to know more about using assessments?
What types of assessments are there besides development assessments?
Download the whitepaper here: 15 most frequently asked questions about assessments
Marijke van der Meulen
Career advisor
What makes me happy again and again is that I can really mean something to people. Sometimes it’s in small things: helping with an unemployment benefits application or refining a motivation letter. And sometimes it goes deeper: looking together at what’s beneath the ‘human iceberg’, sparring over future plans and digging deeper with new tools.
