HRorganizer provides organizations with a clear starting point: everything begins with competencies. Unlike traditional assessments that rely on separate tests or generic profiles, HRorganizer centers the entire process around the competencies that are truly relevant to the job. This approach ensures that the measurement is accurate, predictable, and closely aligned with practical needs.
HRorganizer automatically creates a comprehensive testing program based on specific competencies. This program combines capacity tests, personality questionnaires, and behavioral assessments into a single assessment. As a result, HRorganizer functions like an automated test psychologist, delivering consistent, objective assessments that can be directly applied in any organization.
Combining HRorganizer’s automated and competency-driven assessments with StarCheck’s expertise in interpretation and decision-making creates a complete, efficient, and future-proof selection and development process.
As a result, organizations not only choose better. They also structurally build stronger teams and sustainable talent.
In addition to providing training, Starcheck adds interpretation and meaning to the objective measuring power of HRorganizer. Whereas HRorganizer generates the ideal assessment, Starcheck ensures that organizations understand exactly what the outcomes mean for selection, development, and strategic personnel planning.
Schedule a free consultation or demo today and discover how selection assessments and skills-based hiring increase the quality of hires and retention.
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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