We live in a world where work is no longer defined by traditional jobs, the workplace is no longer tied to a specific location, and many workers are not conventional employees. With the rise of AI in the workplace, the future of work has become increasingly uncertain. Organizations are reevaluating everything, from their talent strategies to the role of human resources, to optimizing human performance in a technology-driven environment.
Whoever goes faster, wins. With predictive insights, you don’t waste energy on repairs or delays. That’s why we help organizations make talent decisions with predictive insights grounded in data, psychology, and AI.
We help organizations make choices that enhance value creation, empower individuals and teams, and drive growth, agility, and sustainable success.
Growth starts from the ground up, focusing on people. We collaborate with our clients to understand their future ambitions and help identify, select, and develop the individuals, teams, and leaders needed to achieve those goals. Using psychology, data, and predictive insights, we help our clients grow at a distinctive pace.
Bas Spaapen – managing partner
We combine psychological expertise with transparency and validity to ensure our insights are grounded in decisions about people, teams, and organizational growth.
Behind every data point, we see the human being. We help organizations choose and develop with an eye for potential, motivation, and team dynamics.
We help build strategic impact. As a guide, we stand alongside HR, advising, thinking along with, and implementing crucial talent issues and team formations.
We work evidence-based and combine science with practice so that talent decisions always rest on data, validated models, and proven psychological insights.
Our innovation is purposeful: technology and AI are valuable only when they contribute to speed, relevance, and tangible impact in talent and team development.
We strengthen the adaptability of people, teams, and organizations by bringing insight, direction, and rhythm to change and skills development.
Learn more about the predictive value of assessments and use the ROI calculator to calculate your return on investment.
The link between Collective Intelligence and team performance has been robustly demonstrated through scientific evidence. Read more about our approach
For individual assessments and measuring Collective Intelligence, we use professional instruments. Read more about setting up an assessment practice.
Integrate predictive insights into your HR strategy. Discover our insights into TA strategy, talent management, skillgaps, collaboration, agility, and more.
Schedule an exploratory consultation today and discover our way of working together.
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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