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 are up and running with this Saas solution.
With our talent assessment tool, your organization has access to an assessment portal under its own name. This allows you to:
All assessment programs are customized to meet your organization’s specific needs. Starcheck assists in designing the assessment process and establishing the necessary psychometric tools. If needed, we also provide training for hiring managers, HR professionals, and recruiters in interview techniques and in conducting interviews based on tests and questionnaires. This training will enable your organization to identify talent effectively and make informed talent decisions based on data.
Competency profiles are needed to construct test programs and determine the content of a STAR interview.
A competency is successfully observable and work-related behavior. A competency profile grabs the core of a job. Starcheck offers smart tools for this through its assessment platform. Does your organization use its own competency language? Then you can maintain it. Through a mapping, we integrate your language with the assessment platform.
Our assessment platform can use a psychometric expert system to compile programs based on an established competency profile.
Do you still want to adjust programs? Then a specialized psychologist from Starcheck will help.
What e-mail text do job applicants receive if you invite them to take an online assessment? How do you invite employees to take a career assessment, for example?
This is about labor market communication and your employer brand. Important to set up this topic thoughtfully. With our experience, Starcheck can help you get started.
Determine who will operate the system from operational logistics.
Usually, these are employees responsible for processing, such as a recruitment office in a large organization or HR staff in a smaller organization. In small businesses, it’s common to see office managers or secretaries taking on this responsibility.
In any case, they should be properly instructed on the functionalities of the system.
Typically, we find HR and recruitment trained as testing professionals. However, if line managers conduct unstructured interviews that do not align with your online assessment process, you are compromising your efforts.
An unstructured interview should not be part of a professional selection process. If you plan to implement assessments internally, this is also the time to train hiring managers to conduct professional, structured interviews.
To provide substantive feedback on assessments taken, we train HR professionals in test theory, interpretation, and feedback on test results.
Assessments can have a great impact on participants and the organization. Therefore, the quality of feedback and ethics is very important.
A professional selection process with high-quality assessments enhances your employer brand. Conversely, a poorly executed process can cause significant harm.
After preparing and training, we ensure you go live quickly (right away). There’s nothing more detrimental to your training retention than being unable to implement what you have learned. You can start immediately with your assessment portal.
Most implementations take 2 weeks to 2 months. This generally depends on the number of profiles and the number of employees who will be working with the assessment portal.
It is not necessary to build all profiles before going live. Start with the most common profiles, and then add profiles each time.
The cost of an in-house assessment portal depends on the number of test reports taken and the size of the company. Test reports are available from €19.50 each. Use and hosting of the portal itself require a subscription. Subscription costs start at € 78 per month. Prices do not include VAT.
Starcheck supports in all phases. Preparation, training, going live, and support during use. We provide updates, support with any conflicts, or serve as a sparring partner in complex talent decisions.
Schedule a demo today and learn more about our assessment portal, cases, applications, pricing, and ease of use.
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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