Assessments for an individual or team require a different approach.
Online tests and questionnaires provide more information than a traditional interview can offer. For instance, they can reveal details about intellectual capacities, personality traits, motivations, and competencies. This information provides a solid foundation for follow-up interviews, coaching sessions, development programs, or selection decisions.
An in-house assessment practice is easy to set up. We guide the implementation, provide training, and within a few days, you can be up and running with this SaaS solution.
When forming a team, other aspects become part of the puzzle. You want predictive insights into team chemistry: will members reinforce one another, and will the collective outperform the sum of its individuals? At Starcheck, a team assessment is much more than a sum of individual assessments.
Because teamwork is becoming increasingly important, we have developed a separate solution called Team-composer. After a briefing and demo, you can get started right away.
Our psychological tests are scientifically validated in accordance with the quality criteria of the European Federation of Psychologists’ Associations (EFPA). The Netherlands Institute of Psychologists (NIP), which is affiliated with the EFPA through its Committee on Test Matters Netherlands (COTAN), follows similar guidelines and standards for the quality of psychological tests. With our certified psychologists NIP, we help our clients identify, develop and retain the right talent.
Schedule a no-obligation analysis or demo and experience how leadership assessments contribute to agile, inclusive, and strategic leadership.
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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