If you have been invited to participate in a Starcheck assessment, you may want to know why we request your data and what we need it for. Let us tell you more about it here.
First of all, it is essential to know that Starcheck must comply with GDPR laws and regulations. We also abide by the ethical code of conduct of The Dutch Association of Psychologists (NIP). Our privacy statement is under the guidelines of both sources.
Which of my data are stored?
Starcheck saves the data needed to perform an assessment and inform you and our client of our findings. Starcheck will save the following data:
your name, phone number, email address (private or company), CV, test score report(s), and, if relevant, the following: a competency-based report, any results of assessment exercises and situational judgement tests, interview notes, and an advisory report by a psychologist.
Why do you process my personal data?
Starcheck’s only reason for processing your data is to enable us to conduct assessments for clients who have signed a contract with us for testing. This can estimate the suitability for a job position (selection), assess growth possibilities (potential), or diagnostics related to career options.
The reason we need to process your data is justified by the fact that, in the cases mentioned above, your work performance cannot be directly observed by our clients (during selection) or is insufficiently relevant because the work context is changing (when assessing potential and career options). Assessment is then used to make it possible to make a reasoned decision for you and our client.
Will my data necessarily be passed on to Starcheck’s client?
No! Data received from you or generated by us as part of your assessment is first presented to you or discussed by Starcheck with you. If you have any questions regarding this data, you can discuss it with us, or you can contact Starcheck for further explanation.
Starcheck will then explicitly ask your permission to share your data with the client. Without your consent, our client will not receive your data.
Who can see my data?
At Starcheck, the psychologist and support employees are the ones who manage the files and emails with your data.
At our clients, this will be your current or future manager, employees involved in the recruitment process, and employees processing your data as part of your personnel file.
In exceptional cases, data can be shared with members of a job application committee and, in the case of data regarding current or future directors, with members of the executive council.
What if my data is processed outside the Netherlands?
We will NOT provide your data directly to any contact of our client who is outside one of the countries listed in this adequacy decision.
How long will my data be kept?
If you participate in an assessment as part of a selection procedure, then the retention period is three months. These three months are needed to complete the application procedure, also with other applicants.
Suppose you participate in an assessment as part of an assessment of potential or career options. In that case, the retention period is one year.
The data is used during the course of one year by our client to determine and monitor your development program.
Our clients can no longer view your data after these terms have expired. We archive your name and psychometric data up to 2 years for scientific purposes and validation studies.
What are my rights?
Is it compulsory to provide my data to Starcheck?
No, it is not. We are under no legal obligation to have your data. However, we do need your data to allow us to carry out our work under the agreement we have with our client.
If you do not provide us with your data, we cannot let you participate in the assessment on behalf of our client.
If there is an automated decision-making process, how is this realised?
Starcheck facilitates two forms of automated decision making.
- Automated decisions based on the results of ability tests. Based on job analysis, we determine the critical analytical capacities for the successful performance of the job. These analytical capacities are measured using timed capacity tests. Then these scores are compared to a relevant job-based benchmark group. We have determined the relevant minimum score per test in advance. If your score is below this minimum, it will lead to automatic negative advice. This form of automated decision making is only applied during recruitment processes with many candidates for a specific job.
- Automated decisions based on determining competency-based potential. We use job analysis to determine the relevant competencies for the job with the client. The European Qualification Framework (EQF) format is also determined. An expert system (a feature within HRorganizer.com) then generates an assessment program. After a review by Starcheck or a test professional trained by us, this program is deployed to map out your potential per competence. We use this form of assessment to assist in decision-making, combined with other sources of information (interview, assessment exercise results).