Our development assessments offer in-depth insight into behavior, potential, and development mechanisms. Whereas selection assessments mainly predict whether someone is suitable, a development assessment focuses on how someone can grow.
The goal is clear: to accelerate personal development and increase Learning & Development effectiveness, in a way that is scientifically based, practically applicable, and psychologically safe.
Generative AI is rapidly changing what we do at work and how we deliver value. Major studies show that not only are jobs shifting, but especially tasks within jobs: much work is being supplemented or partially automated, while demand for (data) literacy, problem-solving skills, and social/ethical judgment is increasing. For organizations, this means accelerated reallocation of roles, and for employees: targeted (re)skilling. A development assessment offers the necessary starting point: objective insight into learning potential, developable skills and pitfalls, so that L&D investments today are already focused on tomorrow.
Organizations are changing faster than ever. Functions evolve, teams become multidisciplinary, and employees must continuously learn to adjust.
A development assessment helps lay a solid foundation for development with psychological data. No actions based on assumptions or gut feeling, but with psychologically validated measurements, L&D investments pay off better.
Substantiated answers to these questions make a development assessment a particularly valuable tool in career development, talent programs, bridging skill gaps, leadership programs, and team development.
Tested to EFPA standards: our instruments have been assessed for reliability, validity, standardization and fairness.
Our multi-method approach ensures a high psychometric return (reliability and validity) as well as a high psychological return: self-insight that really lands and encourages development.
A development assessment at Starcheck is not an end point, but a starting point for development.
Upon completion, the participant receives a personal development report and verbal feedback from a psychologist. Together we discuss:
The emphasis is on psychological safety and ownership.
We work from the belief that development is sustainable only when a person:
Understanding potential, developability and advancement. With more data, internal allocation runs smarter.
Informed choices for succession. Faster understanding of succession opportunities.
Employees learn to reflect, give and receive feedback.
Sharing insights from a development assessment grows collective intelligence
Internal career paths and opportunities become insightful, realistic and increase engagement.
Schedule an appointment and discuss your development case with a psychologist NIP without obligation.
Who want to grow in their position or toward the next step.
Who want to strengthen their style or skills.
Who want to recognize talents and potential.
Who want to collaborate more effectively or make better use of each other’s qualities.
A development assessment is effective when measuring leads to movement. Our participants typically experience:
For organizations, that means:
All instruments are evidence-based, psychometrically tested and meet the highest quality standards (EFPA).
We combine data with context. Not standard reports, but in-depth conversations that lead to insight, motivation and movement.
Starcheck psychologists have years of experience in selection, development, and leadership assessments. We help organizations develop in a data-driven, people-oriented way.
The outcomes connect directly to strategic HR goals: development, retention and performance.
For focused learning, (re)skilling, and sustainable employability. Especially important now because roles are changing due to digitalization and AI. Participants get direction and focus, and a focused action plan for the next 60-90 days.
Yes. Used for development (not for selection), with clear agreements on privacy, inspection and who receives the report. Development assessments are not performance assessments and from a legal perspective may not be used for this purpose. Development assessments are intended to facilitate targeted development.
Yes, development assessments provide in-depth insights (psychodiagnostics) based on psychological data that allows growth to occur in a targeted manner; the foundation of L&D interventions.
Schedule an introduction today and discover how developmental assessments contribute to skill planning, effective learning and improving 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
