In-house assessments

More data, more insight, and sound decisions

  • With your own in-house assessment, the quality of hire increases
  • The cost per assessment falls dramatically
  • Make solid talent decisions without discussions afterward
  • Enrich the HR dashboard with psychometric meta data. For example with psychological characteristics of middle management or sales
  • Give useful feedback to candidates and employees. This provides an educational and professional experience
  • Your organization develops more skills in recognizing talent

What is in-house assessment?

Thanks to in-house assessment, your organization can access an assessment portal under its brand name. With this, you can:

  1. prepare (job) profiles;
  2. invite applicants and employees;
  3. conduct online assessments;
  4. download reports;
  5. giving feedback to applicants and employees.

All assessment programs are tailored to the needs of your organization. We will help you design the process and the psychometric tooling. If necessary, we train hiring managers, HR professionals, and recruiters in interviewing techniques and interviewing based on tests and questionnaires.

Preparation – Training – Live

In-house assessment in 3 steps

1. Preparation

Building competence profiles

Competence profiles are needed to compile test programs and determine a STAR interview’s content.

Competence is successfully observable and work-related behavior. A competence profile captures the core of a job. The assessment platform offers smart profiling tools. Does your organization use its own competence language? Then you can maintain it. With our mapping library, we integrate your language with the assessment platform.

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Determine an assessment program per profile

Our assessment platform can compile programs based on a competence profile with the help of a psychometric expert system. Do you still want to change programs? Then a specialized psychologist can help you.

Design communication items

Which e-mail text do candidates receive if you invite them to take an online assessment? Or your employees for making a career assessment? This is about labor market communication and your employer brand. Essential to organize this topic in a well-considered way. Recruitment can tackle this, but it also involves marketing/communication. With our experience, Starcheck can easily get you started.

2. Training and instruction

Training for operational logistics

Determine who will operate the system from operational logistics. Usually intended for employees who are responsible for the processing, such as a recruitment office at a large organization or HR staff at smaller organizations. At Small Businesses, office managers or secretaries are often responsible for this. In any case, they must be properly instructed in the system’s functionalities.

Training of hiring managers

We usually see that HR and recruitment are trained as test professionals. However, nothing will change if the line managers start conducting unstructured interviews that have no connection with your in-house assessment process. An unstructured interview has no place in a professional selection process. Therefore, if you introduce an in-house assessment practice, this is also the time to train hiring managers in conducting a professionally structured interview.

Starcheck traint in het afnemen van assessments

Training of professionals.

Professionals will learn to provide substantive feedback to applicants (or employees) about the assessments they have taken. We train HR professionals and recruiters in test theory, interpretation, and feedback of test results. Training is one of the essential parts of the implementation process. After all, your people will soon start with psychometric tests, which significantly impact candidates. The quality of the feedback and the ethics involved are key to candidates. It can directly influence someone’s career and indirectly affect your company’s labor market reputation. A professional selection process with high-quality assessments dramatically enhances your brand. The opposite also applies: a half-baked process causes considerable damage.

3. Live

Learn by doing

After the training, we ensure that you go live immediately. Then, you can immediately implement what you have learned in practice with real candidates and assessment data. That works!

Inhouse assessment

FAQ about in-house assessment

Most implementations take two weeks to 2 months. As a rule, this depends on the number of profiles and the number of employees who will work with the assessment portal.

It is not necessary to build all profiles before you go live. Instead, start with the most common profiles and add new ones each time.

The costs of your own assessment portal depend on the number of test reports that are taken. Test reports are available from € 18,50 per item. A subscription is taken out for the use and hosting of the portal itself. The subscription costs start at € 62,95 per month. Prices are exclusive of VAT.

Starcheck supports in all phases. Preparation, training, going live, and support during the subscription period. We provide updates and support in the event of conflicts or are sparring partners in complex talent decisions.

Inhouse assessment

Would you like more information? Or would you like to make an appointment?

+31 88 277 377 6
info@starcheck.nl

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