Rian Mourik is a former HR director at Saint Gobain Construction Products B.V. in Etten-Leur, among other locations. She has gained extensive experience with various digital psychometric tools over the past few years.
In mid-2017, Rian chose Starcheck’s in-house services: that’s a combination of HRorganizer.com’s cloud service and Starcheck’s content expertise.
Rian Mourik is an avid proponent of online tools. According to her, online assessment tools offer significant advantages. Rian: “They offer low costs, are efficient, and you have no waiting times. You no longer have to hassle with psychological consulting and recruitment agencies. The data comes into your own possession, and the planning is in your own hands. You don’t waste time coordinating with outside agencies. And because the cost is lower, you’ll use it more often. This increases the quality and usability of your HR data.”
Saint Gobain Construction Products uses the assessment portal in 3 situations:
Coaching talent receives special attention at Saint-Gobain Construction Products. Rian says, “It is designed for employees whom we want to encourage to boost their careers with us. All managers take 1-2 people under their wing. These are people they do not manage. We offer these employees a comprehensive online assessment program.
The level of the online assessment program is coordinated with the supervisor. The assessment provides a comprehensive set of data that we use for briefing and deepening. The coaching process at Saint Gobain Construction Products is thus perceived as very valuable and credible, first and foremost by the employee himself.”
The coaching process at Saint Gobain Construction Products focuses exclusively on developable competencies. The assessment portal indicates exactly which competencies can be developed. The data from the online assessment are used to brief managers with precision on coaching trajectories. The coaching conversations become more interactive because practical situations can be compared with data from the online assessment. Rian further adds: “The combination of the competency report with the test score reports allows us to pinpoint a competency to be developed with the underlying factors. This increases confidence and credibility for the employee during the coaching conversation.”
Rian Mourik, former HR Director
Saying goodbye to agencies and switching to online tooling was a no-brainer for Rian.
Rian: “The coaching process made everyone realize that Starcheck offers a good tool. With that, the assessment portal has become a widely accepted tool.”
“In the end, it’s all about scores and results. With this assessment portal, I was able to demonstrate that costs go down tremendously while at the same time the quality of talent decisions goes up, thanks to better underlying data. Then you can innovate at lower cost.”
Since then, in-house assessment has become an accepted concept at Saint-Gobain Construction Products. Rian has paid close attention to the acceptance process from the beginning. First and foremost, by demonstrating each time that it works and produces good results!
Secondly, by teaching managers how to handle test scores and competency reports. Rian ensures that assessment reports are used and interpreted correctly.
In some cases, Rian would want more depth and call a psychologist from Starcheck. This is then of real added value. Rian: “It is then usually about a specific case.
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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