Finance Factor serves as a bridge between finance professionals and executives seeking interim and permanent positions. As an executive search agency, Finance Factor is renowned for its personal and quality-oriented approach. In addition to identifying suitable candidates, they remain actively involved in the development and success of both clients and candidates. They achieve this by Finding, Following, Connecting, and Strengthening financial professionals and executives.
Through FinanceFactor’s Finest Partnership, Finance Factor provides an exclusive platform where interim professionals can collaborate effectively and further their development. By offering assessments and coaching, Finance Factor helps create sustainable connections between candidates and clients. The outcome? A strong reputation in the financial market and a robust network of talented professionals.
Albert Allmers, the founder of Finance Factor, states: “Since 2015, we have been recognized as an FD Gazelle for nine consecutive years, and in 2016 and 2017, we were proudly awarded the Staffing Award for executive search and interim management.”
This recognition has attracted a large number of interim professionals who want to collaborate with us on an ongoing basis. We warmly welcome this partnership. To support this growing group, we have developed the exclusive FinanceFactor’s Finest Partnerschap .”
Albert Allmers highlights that the tight labor market presents a significant challenge: “An aging population results in a diminishing pool of suitable candidates, even as the demand for expertise continues to rise. This tension is particularly evident in sectors like government, where budget constraints are compounded by a shortage of talent.”
Finance Factor has observed a shift in the market: clients are increasingly expecting more from mediation agencies, particularly deeper insights into candidates’ motivations and potential. To succeed in this dynamic environment, Finance Factor is dedicated to maintaining high-quality standards and nurturing long-term relationships. Assessments are essential in this process, as they offer valuable insights into the unique qualities and development needs of finance professionals
The partnership between Finance Factor and Starcheck has highlighted the importance of assessments in the mediation process. By prioritizing these assessments, Finance Factor can go beyond traditional selection criteria. They evaluate various factors, including drives, personality traits, intellect, and cultural fit. This approach enables them to gain deeper insights into candidates “under the hood.”
With the implementation of Starcheck’s assessment tools, Finance Factor can effectively support its impresario model, which focuses on Finding, Following, Connecting, and Strengthening candidates.
Using the assessments, Finance Factor can:
The partnership with Starcheck has helped Finance Factor further expand its position as an expert in the financial sector.
Specifically, this resulted in:
Finance Factor expands its services by providing suitability assessments to organizations that handle their own recruitment for budget reasons but still seek an external perspective. This approach enables Finance Factor to enhance the client’s recruitment process by evaluating candidates for suitability, even while clients face budget constraints.
The assessment services enhance Finance Factor’s reputation for looking beyond resumes and interviews, adding significant value to its distinctive impresario model. The robust quality image has resulted in additional assignments.
By thoroughly analyzing candidates in advance, assignments are completed with greater success. Assessments provide valuable data and evidence that enable professionals, Finance Factor, and clients to make robust decisions.
Candidates and clients value the personalized approach and comprehensive assessment reports, fostering new recommendations and enduring relationships.
The close collaboration between Finance Factor and Starcheck not only improves the quality of service but also expands the breadth of services.
Albert Allmers: “I see a clear future for the assessments within Finance Factor, where further professionalization of the services is central. Finance Factor wants to further develop its departments for interim management, executive search, and assessments to better respond to market needs. Following innovations, such as AI, also play a role in this strategy. By being an early adopter, Finance Factor stays ahead and can respond to the latest developments in the labor market.”
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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