What someone can do is shown by their CV. What drives them is shown by STROM.
The STROM profile captures a person's occupational motive structure across 19 dimensions – economical, differentiated, and directly applicable in management assessment, HR processes, consulting, and coaching. Developed by PhD psychologists.
19 motives· 10–15 minutes· German & English
A profile that speaks for itself
At the core of every STROM report is the motive profile: all 19 motives, ordered from strongest to weakest. A person's strongest drivers appear right at the top – visible at a glance.
Motive profile
Fictitious sample profileClick or tap a scale name to see an explanation of that dimension.
- The need to prove one's performance in direct comparison with others – coupled with the desire to outperform them and not to lose.
- The need for belonging and harmonious relationships – to be liked and accepted, and to avoid interpersonal tension.
- The need to decide and act independently, as dependence on others is experienced as uncomfortable.
- The need to earn a high income and to be financially successful – also as a measure of one's own professional success.
- The need to actively shape processes, structures, and content and to implement one's own ideas – with the aim of bringing about visible change.
- The need for stability, clarity, and protection from loss – experiencing uncertainty and ambiguity as stressful.
- The need to keep processes and outcomes predictable and manageable – through order, structure, and careful planning rather than chance.
- The need to face situations with uncertain outcomes and to take risks – experiencing uncertainty as stimulating rather than threatening.
- The need to support others voluntarily and selflessly – even when doing so comes at personal cost.
- The need to acquire new knowledge and to understand things in depth – even without immediate professional necessity.
- The need to be noticed and valued for one's work – coupled with a heightened sensitivity to the absence of such feedback.
- The need to meet one's obligations conscientiously and to follow rules – accompanied by pride when they are met and discomfort when they are not.
- The need to gain social standing and prestige through one's professional role – made visible through position, title, status symbols, or group affiliation.
- The need for variety, novelty, and stimulation – and to avoid routine and monotony.
- The need to grow as a person and realize one's potential – including by stepping outside one's comfort zone.
- The need to have an effect on other people and their behavior – through persuasion, professional authority, or a leadership role.
- The need to reach demanding goals and surpass one's own standards – measured against one's own expectations rather than against others.
- The need to pursue activities for their own sake, because they are enjoyable and interesting.
- The need to experience meaning and contribution in one's own actions – to see one's work as part of something larger and as a benefit to others.
The bars show how far a motive lies from the average of an occupational comparison group – in standard deviations, with the average at the centre. The greater the distance, the less common such a level is; the seven categories reflect this gradation. Beyond that, the ranking within the person is what matters: it shows which motives shape experience and behaviour most strongly – and which conditions a work environment should offer for a good fit.
Aptitude assessment asks three questions
What can someone do?
Cognitive tests, professional examinations, and work samples capture performance and abilities.
What is someone like?
Personality assessments describe how a person typically acts.
What drives someone?
STROM answers the motivational question – comprehensively, in its own right, and focused on working life.
The first two questions are well covered in most assessment setups. The third often remains open – even though motives help determine whether someone stays engaged, satisfied, and effective in a role and organisation over the long term. STROM adds exactly this layer to existing instruments.
Two résumés, barely distinguishable – two people, fundamentally different
Imagine two people who look almost identical on paper: education, career path, experience, expertise, working style. And yet something fundamental separates them. One is primarily motivated by money; the other looks for opportunities to help others and wants to be appreciated for it.
Differences like these often remain invisible in traditional selection processes – even though they decide who is the better fit for the organisation and the vacancy, and who will be satisfied and successful there in the long run. Overlooking them risks a costly mis-hire. STROM makes them visible beforehand.
Economical to administer, differentiated in its results
Online, on any device. A completion time that even demanding target groups accept.
A structured PDF report with a sorted motive profile. Each motive is clearly explained and put into context.
We adapt report depth and result presentation to your use case – from selection to coaching.
The 19 motives were derived from the experience of long-standing management assessment practitioners and developed into a psychometric instrument by PhD psychologists.
Norm sample and validation are continuously being expanded – including in collaboration with universities.
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Wherever motivation determines fit
Personnel selection
Adds the motive perspective to classic aptitude criteria – as a predictor of satisfaction, engagement, and retention.
People development
A basis for development and career conversations that start from what actually drives a person.
Leadership & succession
Reveals who is motivated by broader responsibility – and which drivers take effect as freedom of action increases.
Leading & motivating
Gives leaders a concrete, discussable basis for leading individually and motivating deliberately.
Team & role fit
Shows a team's motive constellation – complementary as well as competing drivers – as a basis for role allocation and conflict resolution.
Coaching & reorientation
Serves as a structured basis for reflection in coaching and outplacement processes, supporting more conscious career decisions.
Reference
"Placeholder for the client quote – two to three sentences on the experience of using STROM in assessment practice."Name, role · Company
Experience STROM first-hand
The best way to get a feel for the instrument is your own profile. Send us a short email – you will receive personal trial access and, afterwards, your individual STROM report. Free of charge and without obligation.
Request trial accessOr directly to: mail@psychometric-services.de
Developed by psychologists who practise assessment – not just describe it
Questions and answers about the STROM profile
What is the STROM profile and what does it measure?
The STROM profile is a psychometric online questionnaire that captures a person's occupational motive structure. Across 19 dimensions, it measures which motives shape how a person experiences and acts at work – from generative impact and influence to security and affiliation. The result shows what someone needs in order to work with engagement, satisfaction, and sustained performance.
How does motive assessment differ from a personality test?
Personality assessments describe how a person typically acts; motive assessment answers the question of why someone works – and what drives them. The two perspectives complement each other: motives explain which tasks a person seeks out, which goals they pursue, and in which environment they will stay engaged for the long term. STROM therefore does not replace personality or ability assessment – it answers a question those methods leave open.
How is the assessment administered and how long does it take?
Completion takes place fully online via a personal access link and takes about 10 to 15 minutes. The questionnaire is available in German and English and can be completed on any device. The result is a structured PDF report presenting the individual motive profile.
What are typical use cases for STROM?
STROM can be used wherever motivation determines fit – in other words, wherever people work. Specifically: in personnel selection, employee and leadership development, succession planning, team and role design, and in coaching, outplacement, and career reorientation processes. Report depth and result presentation are tailored to the respective context.
Is STROM scientifically sound?
STROM was developed by psychologists holding doctoral degrees, with many years of experience in test construction and management assessment. Administration, scoring, and reporting are standardized; the psychometric properties of the scales meet scientific standards. The norm sample and validation are continuously being expanded, including in collaboration with university researchers. Detailed technical documentation is available to interested parties on request.
Can STROM be used in personnel selection?
Yes. The results are designed as decision support for qualified practitioners – no fully automated decisions about individuals are made. In line with a multimodal assessment process, we recommend embedding STROM in a broader diagnostic procedure – for example alongside interviews, ability testing, or personality assessment.
What does the use of STROM cost?
Conditions depend on the context and volume of use – from a single coaching engagement to ongoing use in management assessment. Get in touch: for a first impression, you will receive free trial access and experience the assessment through your own profile. We will then discuss your specific context in a personal conversation and prepare a proposal tailored to your needs – individual advice matters more to us than off-the-shelf pricing.