Assessment services.

How psychology supports HR

Psychological assessment

Get solid advice quickly about someone’s potential: we conduct a psychological assessment for a selection or development issue. For example, you want to hire an applicant but need an additional risk analysis by a psychologist NIP; or you are looking for more evidence of the growth potential of one of your employees.

HR topics

Assessment data supports HR themes: do you want to coop with an assessment partner? Starcheck provides assessments and offers data analytics, advice, development, inclusion, diversity, and customized solutions. This enables you to make fact-based talent decisions and makes your organization move faster and with more progress.

Get solid psychological advice quickly

1. Intake

Defining your question, the behavioral criteria, and the assessment need

2. Program

Determining the desired type of assessment (online, offline, combi) and selecting an assessment program, role-plays, and exercises

3. Assessment

We contact the participant to arrange a date and make sure the participant knows what to expect.

4. Feedback and consent

The participant receives the advisory report. Then, the psychologist will explain the advice to the participant by telephone and request permission for distribution to the client.

5. Give advise

The client receives the advisory report and has a consultation with the psychologist.

6. Evaluation

After about 10-12 months, an evaluation meeting takes place between the client and the psychologist.

Average turnaround time from steps 1 to 5 in 5-7 working days. Candidates make tests and questionnaires online; the other parts of the assessment are taken at our office or via a video meeting. Other parts of an assessment are role-play, assignment, presentation, or in-depth interview.

Assessment data supports HR topics

Structural cooperation offers the opportunity to set common goals and to give substance to relevant themes. Themes can be quality selection, diversity, employee engagement, inclusion, or succession and leadership.

Recruitment improvement

Quality of hire

By continuously improving the selection process’s quality, more and better-selected employees are entering the organization. Through constant improvement, you create an organization that innovates faster and faster, collaborates more effectively, and creates more customer value with a significant impact on the results.

We support our customers with a better-hires program. With this program, we work with our clients to improve the selection and the quality of the recruitment funnel. Thanks to the analysis of assessment data, we can map the desired target group more accurately. With detailed success profiles, recruitment activities can be better targeted.

With Starcheck as an assessment partner, you can use the assessment offensively and improve the quality of hire.

Betrokkenheid en motivatie


Engagement is a topical issue. Thanks to Covid-19, many people work from home for quite a long time. They miss the bond with colleagues and the organization. Missing this connection can have a significant adverse effect on motivation and performance.

Many organizations try to create engagement, for example, by intensifying internal communication or by organizing digital events.

We believe that employees should have a purpose and feel valuable. Do their needs match the organization and how work is organized? Does the organizational culture match the drivers of employers?

We advise on this match with our psychological instruments and advisers. With this approach, we stimulate engagement from within instead of from outside.

Diversiteit en inclusie

Diversity & Inclusion

Diversity and inclusion are explicitly on the social agenda. Diversity and inclusion make organizations more customer-oriented, creative, innovative, and attractive as an employer. Moreover, you can recruit more widely to attract talent from multiple target groups. Research by McKinsey already showed in 2015 that diversity significantly increases the chance of better financial performance.

HR policy that embraces diversity and inclusion requires an objective way of selecting and judging. Starcheck helps and advises in objectifying judgments, removing (unconscious) prejudices and (unintended) thresholds.

We look at fairness, multilingualism, adverse impact, bias, test fear, and the use of expert systems.

Breng leiderschap in kaart


Moderate leadership is killing. Decision-making is too slow, energy is fading away, and talent is abandoning the ship.

Leadership affects all aspects of the organization: the phase of the lifecycle, the aging population, the available potential, the degree of self-management, succession planning, business succession, and the appointments of executives.

We support our customers in all these aspects with assessment, data, and advice. We look at leadership potential, advise self-managing teams, and carry out CxO assessments. Also, we characterize management (layers) based on psychological metadata. For example, we can map execution power or the degree of creativity or customer focus.

We give leadership direction with our assessments and advice.

Hoe stel ik een team samen

Compose teams

More and more organizations are turning into network organizations. In which professionals work on new problems and solutions in constantly changing teams. Combining people who can tackle challenges together is increasingly displacing individual roles. In a world where speed, agility, and creativity are the dominant success factors, managing collective performance is a must-do and must-have. That is why teams must have members who fit with the assignment and together collectively. Starcheck has invested a lot in knowledge and research in collective performance. In this way, we help clients provide their project-based assignments with an optimal combination of team members.
Duurzame inzetbaarheid


The world of work is changing, getting faster, and with more impact. Many of today’s jobs won’t be there tomorrow. And the jobs of tomorrow don’t exist yet. These changes require a common agenda and shared responsibility.

Employers want to understand their future value chain and the talent that goes with it. Employees wish to have insight into their talents and the associated possibilities for migrating to new work. Performance data is often no longer relevant or has a limiting effect.

We help our clients map out future skills, competencies, and underlying psychological items from our field of expertise. And we provide employees with insight into their strengths and development opportunities.