Industrial & organizational psychology is built
into our core

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.

Why we use externally validated tests

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 in time.

Optimal matching

Because the quality of the data we collect is so high, our software can make the best possible matches.

What do we measure?

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.  
Core values. For each candidate is measured, which of the universal core values discovered by Schwartz are deemed most important. Ten distinct core values 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. 

Difference between types of personality tests

There is a large variety of different personality tests available which could make it hard to distinguish between them. Some of them have been extensively researched and validated, while others have not and more often than not have the reliability of a horoscope. In this overview the best known type of tests are compared to each other on different aspects.

Stop met twijfelen, start met structureren. Oftewel: hoe je sollicitanten beter kunt interviewen

Stop met twijfelen, start met structureren. Oftewel: hoe je sollicitanten beter kunt interviewen

Gebruik deze tips om jouw eigen sollicitatiegesprekken te verbeteren.

Gebruik deze tips om jouw eigen sollicitatiegesprekken te verbeteren.

Read More

Our latest blog posts

Stop met twijfelen, start met structureren. Oftewel: hoe je sollicitanten beter kunt interviewen

Gebruik deze tips om jouw eigen sollicitatiegesprekken te verbeteren.

Read More >

In drie stappen naar een aantrekkelijk functieprofiel

Het opstellen van een functieprofiel is de eerste stap in het sollicitatieproces

Read More >

Nieuwe wet verplicht organisaties discriminatie in sollicitatieproces tegen te gaan. Maar hoe?

In het afgelopen jaar is (onbewuste) discriminatie een steeds relevanter onderwerp geworden.

Read More >
Thank you!

We will start building your personalised portal and send your credentials when it's ready!
Oops! Something went wrong while submitting the form.

Start your free trial

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Or book a free demo here.