At The Selection Lab, we take the science seriously. That's why we don't develop our own tests, but use extensively validated external tests instead. By making these tests smarter with our technology, our clients benefit from state-of-the-art technology with the highest reliability.
Reliability By letting independent scientists approve our tests, everyone can rest assured that the outcomes are reliable.
Consistency The test we use are selected for their consistency, so they don't need to be redone after a short period of time.
Optimal matching Because the quality of the data we collect is so high, our software can make the best possible matches.
Competencies. With a Big Five personality questionnaire, the competencies of candidates are uncovered. These competencies are divided into four categories. These categories are commercial, operational, interpersonal and flexibility. Per competency is shown to what extent the personality fits the relevant competency.
Motives. For each candidate is measured, which of the universal values discovered by Schwartz are deemed most important. Ten distinct motives are ranked in order to show what the candidate wants to achieve.****
Cultural preferences. Based on the research of Groysberg, Lee, Price, and Cheng 28 cultural dimensions are identified which as a whole give a comprehensive overview of a company culture. The cultural preferences of candidates are examined in order to determine the fit with the organization.
Intelligence. Cognitive intelligence is consistently shown to have a high predictability for job success for a large variety of roles. Our assessment therefore measures the General intelligence by assessing the numerical, verbal and logical intelligences of candidates.