A psychological assessment provides answers to questions such as:
Does this job and culture suit me?
What career path suits me best?
What is my leadership potential?
It is essential to prepare well, both in terms of content and mentally. The explanations and videos below will help you prepare for a psychological assessment.
Capacity tests can chart different forms of intelligence, such as: verbal reasoning, numerical reasoning, analogies, spatial understanding, technical understanding, multitasking, creative thinking, etc. Capacity tests are timed tests: they must be completed within a specific time frame.
Questionnaires identify personality and motivations. They are not tests: there is no right or wrong answer. By mapping a candidate’s personality and drives, an assessment is made to determine if their typical behavior aligns with the job.
Role-playing allows function-relevant behavioral skills to be observed in real time. During a role-play, the candidate can demonstrate the extent to which these skills are mastered.
The psychologist bases his/her interview on the tests, questionnaires, resume, and job profile. The psychologist will want to understand the candidate and look at the degree of self-understanding. Consequently, the psychologist attempts to predict the candidate’s performance.
An assessment always consists of an online component and may include a live component.
Most candidates complete the online assessment at home, choosing a time that works best for them. The live components are conducted either at Starcheck or through a video meeting.
Via e-mail you will receive a link to the assessment program. The e-mail will also state the deadline.
You may take the tests and questionnaires at home. You can spread them out; they don't have to be completed all at once, but please ensure they are finished before the deadline.
(Optional)
Appointment with a psychologist for live assessment components. In office or via video.
You will receive the counseling report. The psychologist discusses the advice with you by phone.
After your approval, the client receives the advice.
In this test, information is presented as text. The test measures the ability to draw logical conclusions from complex information. In addition, the test measures the ability to find relevant information to answer different types of questions. With a high score, one can quickly interpret complex information and separate primary and secondary issues under pressure.
This test shows figures classified into two categories according to rules. The goal is to discover these rules and apply them to the new figures to classify them into the correct category. The test measures the ability to reason logically to arrive at a general rule. A high score reflects the ability to analyze information and discover the “rules” behind it.
In this test, the correct symbol for the question mark must be chosen. The test measures the ability to recognize the relationship between cause and effect. A high score indicates the ability to see through complex processes and systems.
In this test, information is presented in tables and graphs. The test measures the ability to draw logical conclusions from this complex information. In addition, the test measures the ability to find relevant information to answer different types of questions. With a high score, one can quickly interpret complex numerical information and separate primary and secondary issues under pressure.
You can prepare for an assessment. Not by pretending to be smarter or different, but by knowing what to expect and avoiding surprises. For all parts, make sure you can concentrate well and are well-rested. Take the online assessment at the time of day when you can concentrate best.
These tests measure how many correct answers you can give within a given time. The tests you are offered are tailored to the norm group associated with the job level. So don’t underestimate it. You can practice these types of tests in advance. You can find them on the web. Practice dealing with time pressure and finding the right balance between good and fast. Gambling leads to inferior results. So read the question carefully, answer without guessing, and don’t waste time checking.
With questionnaires, you may be tempted to fill them out in a socially desirable way. Online questionnaires use algorithms to identify inconsistencies. And inconsistency does not enhance credibility. Moreover, if you get an interview, the psychologist will continue to ask about that. Better to ask yourself: how well do I know myself? If you already have a clear self-image, that is the best preparation. Otherwise, try to get feedback from relevant people who can look at you critically. Relevant people are mainly people at your work: colleagues, clients, supervisors, or people you supervise.
Role-plays can be divided into two types: fact-finding interaction and analysis presentation. In fact-finding interaction, you need to read the situation and extract additional information from the conversation during the role-play. During the role-play, try to ask questions and make things concrete. Above all, stay calm and focused. In an analysis presentation, you will be given a lot of relevant and non-relevant information and will have to give a presentation. Here shows that you can process a lot of information, classify it, make connections, present, and interact.
The best preparation for an interview is to understand yourself. Ask for feedback from others in advance, think about how you function, and consider which situations you function well in and which you don’t. And how does that come about? How do you handle that in practice? Giving socially desirable answers is not very effective. After all, the psychologist has your assessment data from other parts of the assessment program. If you provide an answer during the interview that does not align with the answers from the online assessment, the psychologist will ask further questions.
An online assessment consists of multiple tests and questionnaires. An average part takes about 15 minutes. If you wish, you can take a break after a section. You have several days to complete the online assessment. You can log in each time to take the next part.
Yes, you can. But of course, this is not the intention. When in doubt, we may ask you to retake a test for verification when you are on site with us. Additionally, we have other sources of information, such as interviews and role plays. If we notice any inconsistencies in these, we will investigate further to understand how this is possible.
What should I do if I don’t feel fit?
Answer: Please let us know. We can then work together to find a solution. Do not take an online assessment or attend a live assessment. After all, you will not perform at your best, which will prevent an assessment psychologist from making a good assessment.
Please indicate this in advance, and we will take it into account. We will then ask for a dyslexia statement or an official diagnosis so we can adjust the assessment accordingly. If you only report this during the live assessment, we will no longer be able to use substitute tests.
Starcheck allows you to retake one online ability test. After you take the tests, our system indicates which test is best to retake. You can take that suggestion, retake another test, or choose to leave it as it is. Our system always uses the best made test, so you can never go backwards. Online questionnaires and live parts of an assessment cannot be retaken.
Contact us. If you can’t concentrate well, you can’t put in a performance that does you justice on the ability tests. Together we will find a solution.
Pregnancy can negatively affect your concentration. In particular, the results from the ability test may be lower as a result. Let us know before you take the tests, and an assessment psychologist will work with you to find a solution.
Burnout always has a negative effect on ability tests in particular. Don’t underestimate this. Contact us before taking the assessment. Our assessment psychologist will work with you to find a solution.
Almost all languages are available; you can choose which language you take the tests and questionnaires in. Especially for the language-sensitive ability test, it is important that you take the test in the language in which you are most at home. If your preferred language is not available or you have another question, please let us know, and we will help you.
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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