7 REASONS TO DO AN ASSESSMENT

1. Naturally, the psychologist does not hold all the wisdom and we also do not approach an assessment in that way. We truly need the candidate for all the information, and their input is highly relevant.

2. An e-assessment will always be just a part of a much larger set of information gathering. For instance, you have the candidate's CV and you conduct one or more interviews. The results of an online assessment can be used in such conversations, adding depth and meaning to them. With an e-assessment, you systematically and objectively collect information that is then presented against the backdrop of a specific norm group. A result, such as a score on a trait, for example, is never inherently right or wrong but more or less present compared to others.

3. In fact, the rule is: the more information, the more valuable and precise the result. The trend that everything needs to be brief leads to a less reliable and valid outcome. Moreover, it's hardly feasible, given the current age of online entertainment. Imagine working with pictures: can you differentiate between a drawing of someone waiting, someone pondering, someone repeating a text in their mind, or someone being bored? Can you distinguish the difference in a face that looks serious, candid, or honest, and whether someone is 20, 30, or 65 years old? The more room for interpretive differences (or other 'noise'), the less valid the result.

4. Results typically retain their significance for a maximum of 2 years. After this period, they must be destroyed in any case. The fact that this period is an average has to do with the fact that people change faster at a younger age than at an older age. Despite the fact that personality is a relatively stable factor.

5. Behind the world of assessments at reputable agencies, with scientifically trained psychologists and existing control mechanisms such as NIP and ISO certificates, there are all sorts of rules, guidelines, regulations, protocols, statutes, codes of conduct, diplomas, appeal procedures, and so on.

6. The issue is not whether you are a good person (or something like that), but whether you fit in a certain context. The definition of suitability has long been behind us; it's about appropriateness, or nowadays, added value. Moreover, you can benefit greatly from it, not only in the work context. Departmental assessments do exist and are frequently used. The candidate also gains insight into the team they will be part of.

7. Over the past few years, there has been a shift from selection to development. This means that a candidate can increasingly benefit from an assessment. The idea of "presenting oneself better" is fading into the background. Role plays remain a challenging point and have (too) many drawbacks. It logically originated: to determine how skilled a secretary is, it seems obvious to assess it in practice: here's the text, the clock is ticking, and off you go... So, not just talking about what you do, but mainly showing what you can do was the starting point. iScreen has developed the experiential survey for this purpose.

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- Alexander Tegenbosch, Director iScreen