Looking for an assessment in Eindhoven? Starcheck predicts functioning with online assessments, interviews, simulations, games, and clear reports. We advise on selection and development issues. And we can administer tests and questionnaires in 40 languages.
Starcheck is a specialist in technical and ICT positions. And we understand that the dynamics of the Eindhoven region require fast switching and advice that will help you get ahead.
With the current labor market shortage, especially for technical staff, there is no getting away from wider recruitment. Continuing to look for the sheep with five legs will not produce enough candidates. You will have to look for your technical talents in more places. Abroad, for example. Or for candidates with a different experience. You will occasionally have to make concessions.
And if you make concessions, that increases the risks in hiring. This is precisely when the assessment has proven its added value. With an assessment, we predict someone’s performance. We also identify risks so that your organization can anticipate them. With targeted coaching, training, or education, for example. With a selection assessment, you can make rational selection decisions. That feels better than just hoping it will go well.
Starcheck can measure whether your (technical) talents have enough analytical skills to move your organization forward. We can also assess how their personality structure and drives match the job. We can even assess how sensitive they are to setbacks, what frustrates them, and how they express that frustration. This is more than helpful when you have to manage them.
Starcheck can even measure innovative potential in a psychometrically valid way. Innovative potential combined with technical/analytical skills: that belongs to Eindhoven. And if you need to hire technical talent from far away, we can assess candidates in 40 languages online. Huge convenience before you decide to fly them in for selection interviews.
With a self-assessment and a pre-assessment, you can positively influence both the number and quality of candidates in the recruitment funnel. They are short online assessments that provide a lot of helpful information.
The online self-assessment helps latent seekers get to know themselves better. With the self-assessment, you improve your brand awareness among latent seekers.
With the online pre-assessment, you quickly filter only the best candidates. This improves the quality of candidates invited for an interview.
Eindhoven popular with expats
Scores on ability tests are affected when candidates cannot take them in their native language. In the Eindhoven region, many companies recruit personnel abroad. And before foreign candidates are flown in, an online assessment is often taken first. Starcheck can administer tests and questionnaires in 40 languages. This allows candidates to take tests in their native language, thereby maximizing (accurately) the mapping of intellectual potential.
Eindhoven: technology, design and knowledge
When can an employee advance to a management position? Especially in a technical environment, it is a dilemma. On the one hand, technicians accept leadership only from a technician, and on the other hand, many managerial technicians get stuck in people management.
The consequences of a wrong promotion are well known: if a high-functioning employee advances to a management position, you risk appointing a poor manager and losing a good employee at the same time.
Starcheck helps organizations and employees with this dilemma by conducting development-oriented assessments. With a development-oriented assessment, Starcheck can determine whether your employee’s development is meaningful. And if it makes sense, what can and must be developed, and how you can help that employee in a targeted way.
Of course, there are many more development questions where we can help. Please contact us if you want to know if and how your employee can advance.
Schedule a (consulting) call today and find out how selection assessments and skills-based hiring increase the quality of hires and retention.
This fact sheet provides an overview of the most commonly used (psychological) selection methods, both classical and modern. The figures are based on meta-analyses and dominant scientific literature.
| Method | Predictive validity (r) | Typical reliability |
|---|---|---|
| Cognitive ability (GMA test) | .51 | High (.85-.95) |
| Work test | .54 | High (inter-rater ≥.70) |
| Structured interview | .51 | Medium-high (.60-.75) |
| Unstructured interview | .18-.38 | Low-medium (.40-.55) |
| Integrity test | .41 | High (α ≥.80) |
| Conscientiousness (Big Five) | .31 | Medium-high (α ~.75-.85) |
| Job knowledge test | .48 | High (≥.80) |
| Years of service | .18 | Not applicable |
| Video/asynchronous interview (incl. AI) | .30-.40 | Good at structuring; algorithmically variable |
| Machine learning / algorithmic models | .20-.50 | Depends on dataset; generalizability limited |
| Serious games / game-based work samples | .35-.50 | High on objective metrics |
| Social media screening | .00-.20 | Low and variable |
Call directly:
+31 88 277 377 6
