The partnership between ABN AMRO Clearing Bank and Starcheck illustrates how a structured, objective, and thorough selection process can successfully attract and develop international talent. By investing in assessments and forming a strategic partnership, ABN AMRO Clearing Bank is able to attract top global talent, thereby reinforcing its status as a leader in clearing. Read the interview with Angelica Verwijmeren to learn more about the selection process, talent development, and the collaboration with Starcheck.
Angelica Verwijmeren – Global HR Director
“I am working as Global HR Director at ABN AMRO Clearing Bank. There, I am responsible for the global HR strategy and lead the HR teams in different countries. My main responsibilities include developing and rolling out HR policies, ensuring a consistent HR approach across the organization, and I am part of Clearing’s Global Management Team.”
“ABN AMRO Clearing Bank is a world leader in clearing services and acts as an intermediary in transactions on exchanges. Although we are a subsidiary of ABN AMRO Bank, we operate independently with our own management team, IT system, and commercial activities. We have a strong focus on risk management and handle more than 6 billion transactions annually across more than 50 exchanges worldwide. Our IT-driven approach and international presence make us unique.”
“In addition to the challenging roles and international environment, our graduate program offers many opportunities for personal and professional growth. The fact that the program is intensive and competitive makes it especially attractive to talented candidates. Moreover, candidates appreciate our focus on objectivity, managerial commitment, and quality in the selection process.”
“Starcheck plays a crucial role in our selection process. Together, we have developed structured, objective assessment programs that help select talent from graduates to C-level. These programs include multiple steps, such as CV selection, online ability tests, personality questionnaires, and live assessment days. It not only helps us select the right people, but also ensures consistency in our global HR policies.”
“A big advantage is objectivity. By using assessments, we avoid biases and can make informed decisions. In addition, the process provides great insight into candidates’ personalities and motivations, which helps place them in the right role within the organization. The involvement of managers is also a plus; they develop their selection skills and get a better picture of potential team members. Finally, the graduate program has built a strong reputation through this approach, which helps us attract top international talent.”
“For these positions, we use assessments that go deeper into personality, motivations, and potential pitfalls. This helps us get an objective picture of candidates and avoid internal biases. This is also valuable for internal applications. If an internal candidate is not selected, we can better substantiate the decision and potentially minimize the impact of a rejection. After the assessment, we discuss the results with the candidates, which gives them insight into their strengths and development areas.”
“Starcheck not only provides the tools for the assessments, but also guides our managers and provides a structured process. A Starcheck psychologist conducts the assessments for managerial and C-level positions, and the findings are discussed with hiring managers and HR. Starcheck’s expertise and the quality of the assessments ensure that we make decisions with high predictive value. So far, we have never regretted the choices we have made based on these assessments.”
“Invest in an objective and structured selection process. A good candidate experience is important, and a professional selection process contributes to this. The use of assessments also helps to get the right people in the right place and prevents decisions from being made purely on gut feeling. In addition, involve (hiring) managers in the process; it gives them valuable insights and strengthens commitment. Finally, be transparent and have a strong employer branding strategy. This helps to attract talent, even in markets where you are less well known.”
“I am incredibly satisfied. Starcheck not only provides high-quality assessments, but also thinks strategically with us. Their process is not only a tool for selection, but also for talent development. The collaboration has helped us ensure consistency and quality, even in a complex, international environment.”
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 |
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