To select and develop its employees, Ordina uses the assessment services of Starcheck. For senior management of Ordina, Starcheck performs assessments as a service.
For most positions, Ordina uses the do it yourself assessment portal HRorganizer that Starcheck set up and manages for Ordina. Over 3,000 assessments have already been carried out through this portal.
Depending on the number of interviewers, the competencies are ranked by an intelligent algorithm (designed by Starcheck) in terms of importance and, in the case of 2 interviewers, the competencies are also distributed as optimally as possible between the interviewers. The underlying goal is to create maximum independence in judgment, thus improving the quality of decisions. For the candidate, this has the added advantage that he or she is interviewed twice on different topics, which of course significantly improves the candidate expercience.
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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