Psychology and data help predict behavior. So you know in advance who will be successful in a role or team. This prevents disappointment, underpins selection and development decisions, and provides a grip on future performance, without assumptions.
What skills does your organization need to remain agile, innovative, and competitive? Our insights make growth paths visible at the individual, team, and organizational levels. With psychological insights and data, you can focus on acceleration.
Teams with high collective intelligence solve problems faster and perform better. We help you build and strengthen those teams. With our unique tools, you make collective intelligence concrete and measurable. So that the collective can grow and accelerate.
We live in a world where work is no longer defined by job function, the workplace is no longer a specific place, and many colleagues are no longer traditional employees. With the advent of AI in the workplace, the future of work has never been more uncertain. Organizations are rethinking everything from talent strategies to the role of human resources to rethinking roles, structures, and functions in a technology-driven world. Work performance today is no guarantee for tomorrow. To take people with us into the future of work, we will need to delve more deeply into our people.
Psychological assessments make talent measurable. They help organizations to select more objectively and to map development potential reliably. This way, you prevent mismatches, increase sustainable employability, and make choices that contribute to growth and agility for people and organizations.
Working in teams is becoming increasingly important. The added value of a team is that it collectively outperforms the sum of its members. But how do you predict that? Our insights into team chemistry predict a team’s success and performance. This reduces interventions, fixes after the fact, and increases team performance.
Want to know who has the potential to contribute to growth? Starcheck’s assessment tools give HR professionals reliable, data-driven insights into talent, team dynamics, and development potential. Substantiate selection and development decisions with psychological precision. Read more about our tools.
We help HR leaders gain strategic insight into culture, skills, and behavior. Using psychology and data, we bring growth opportunities, skills gaps, and development needs into sharp focus. For individuals, teams, departments, and organizations. This enables you to build on development, agility, leadership, and future-proof growth.
Less turnover, better skill-fitt, and more effective collaboration: benefits that make the ROI of an assessment very short. Our ROI calculator is based on the Brogden-Cronbach-Gleser (BCG) model. Learn more about the ROI of an assessment.
Deze factsheet geeft een overzicht van de meest gebruikte (psychologische) selectiemethoden, zowel klassieke als moderne. De cijfers zijn gebaseerd op meta-analyses en dominante wetenschappelijke literatuur.
| Methode | Predictieve validiteit (r) | Typische betrouwbaarheid |
|---|---|---|
| Cognitieve capaciteit (GMA test) | .51 | Hoog (.85-.95) |
| Werkproef | .54 | Hoog (interbeoordelaars ≥.70) |
| Gestructureerd interview | .51 | Middel-hoog (.60–.75) |
| Ongestructureerd interview | .18-.38 | Laag-middel (.40–.55) |
| Integriteitstest | .41 | Hoog (α ≥.80) |
| Conscientieusheid (Big Five) | .31 | Middel-hoog (α ~.75–.85) |
| Job-kennistest | .48 | Hoog (≥.80) |
| Dienstjaren | .18 | Niet van toepassing |
| Video-/asynchroon interview (incl. AI) | .30-.40 | Goed bij structurering; algoritmisch variabel |
| Machine learning / algoritmische modellen | .20-.50 | Afhankelijk van dataset; generaliseerbaarheid beperkt |
| Serious games / game-based work samples | .35-.50 | Hoog bij objectieve metrics |
| Social media screening | .00-.20 | Laag en variabel |
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