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 of 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.

The main advantages of the Big Five personality tests, which The Selection Lab uses for its assessments, are being displayed in comparison to other major personality tests

8 vragen over het sollicitatiegesprek die hr-professionals bezighouden

8 vragen over het sollicitatiegesprek die hr-professionals bezighouden

Ontdek hier de antwoorden op veelgestelde vragen omtrent sollicitiegesprekken

Ontdek hier de antwoorden op veelgestelde vragen omtrent sollicitiegesprekken

Read More

Our latest blog posts

8 vragen over het sollicitatiegesprek die hr-professionals bezighouden

Ontdek hier de antwoorden op veelgestelde vragen omtrent sollicitiegesprekken

Read More >

Dit is waarom en hoe je de soft skills van je sollicitanten en werknemers kunt meten

Lees hier hoe je de soft skills van je sollicitanten en werknemers kunt achterhalen.

Read More >

Wanneer je het beste een capaciteitentest kan inzetten

Lees hier waarom en wanneer capaciteitentests in het selectieproces worden ingezet.

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 request a callback here.