To further strengthen its futureproofness, ABN AMRO Clearing Bank needs to select and train the right workforce. Not just for the Netherlands, but for its 11 offices worldwide in Tokyo, Hong Kong, Singapore, Sydney, Chicago, London, Frankfurt, Paris, New York, Sao Paulo, and Amsterdam.
That is why ABN AMRO Clearing Bank has developed a challenging labor market proposition for top international talent. Part of this proposition is an intensive training program at Nyenrode Business University, combined with internal and international training courses and projects at the various divisions of ABN AMRO Clearing Bank.
Since 2017, Starcheck has provided an annual selection for ABN AMRO Clearing Bank’s international graduates. ABN AMRO Clearing Bank approached Starcheck with the request to set up an assessment center that:
Angelica Verwijmeren
Global HR Director, ABN AMRO Clearing Bank
Starcheck designed an assessment process that consists of 3 different steps:
The first step focuses on analytical skills. Traditional psychological constructs, such as inductive, deductive, verbal, and numerical reasoning, are thoroughly covered. These tests take place online. International graduates can choose their own test language. More than 40 languages are available, allowing the cognitive tests to be taken in the native language, a must to avoid bias.
Candidates who meet the predetermined standard advance to the second step, where personality, drives, and integrity are measured. For these candidates, the results of steps 1 and 2 are combined in a competency-based report (based on the futureproof profile).
The third step is a live assessment center, consisting of an analysis presentation assignment, a group assessment, and a structured interview based on the online assessment. We train HR and hiring managers as assessors for one part of the assessment center. And we organize the training via videoconference, taking into account different time zones.
After the live assessment, a final evaluation takes place in each region under the direction of Starcheck. During this evaluation, we compare the competency-based report with the live assessment results. Finally, we organize a general calibration session to finalize the ranking of all candidates.
The hiring managers who have been involved as assessors in recent years indicate that they have learned a lot in their role as selectors. The enthusiasm among managers to participate as assessors each year is high.
ABN AMRO Clearing is a leading global provider of integrated clearing, execution, custody, financing, and risk management solutions. With ten offices worldwide, it serves clients on more than 160 exchanges, MTFs, and FX liquidity centers and processes more than 20 million transactions daily. ABN AMRO Clearing consistently ranks among the top 3 clearing firms on most relevant derivatives exchanges worldwide.
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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