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Top 20 Assessment Providers in the Netherlands 2026

An assessment provider is a company that develops and delivers validated psychological tests used in recruitment and selection. These tests typically include personality assessments and cognitive ability tests. Based on the results, organizations select the most suitable candidates for a role. Assessment providers in the Netherlands are increasingly used in combination with AI-powered screening to make the selection process faster and more objective.

Assessment providers in the Netherlands are increasingly combined with AI-powered screening. DPD achieved an 89% completion rate by combining assessments with SmartChat, Selection Lab's conversational AI via WhatsApp. Teleperformance saved 15 minutes per applicant, Calco saw 27% fewer drop-offs, and Otto Workforce achieved 21% lower employee turnover in the first six months. These results show that choosing the right assessment provider has a direct impact on quality of hire and recruitment efficiency.

Top 20 assessment providers in the Netherlands

1. Selection Lab

Selection Lab is an online assessment platform that integrates scientifically validated assessments from 50+ providers in one environment. All tests are approved by independent scientists and meet the highest reliability standards. Selection Lab measures core values, competencies, cultural preferences, and cognitive ability, and combines these with recruitment AI screening via WhatsApp (SmartChat) for a complete selection flow. Used by 500+ organizations in the Netherlands, Belgium, and internationally.

2. SHL

SHL is the global market leader in psychometric assessments. Their tests are scientifically extremely well-founded and are widely used by large multinationals and governments. SHL offers cognitive ability tests, personality assessments, and situational judgment tests. Known for high validity and international recognition.

3. Ixly

Ixly is a Dutch assessment provider that scores highly on reliability, flexibility, and user experience. Their platform offers a wide range of tests including psychological assessments, competency tests, and development assessments. Ixly integrates well with most Dutch ATS systems and is particularly popular among HR professionals in the Netherlands and Belgium.

4. TestGroup

TestGroup is one of the market leaders in online assessments in the Netherlands and Belgium. They publish The Bridge Personality, one of the most widely used personality tests in the world, and The Bridge Ability Suite for cognitive ability testing. Tests are available in 20 languages and developed in partnership with universities.

5. GITP

GITP is a well-known Dutch assessment bureau that offers high-end selection and development assessments. Known for scientific rigor and in-depth assessment processes, often used for management and leadership positions.

6. LTP

LTP focuses on high-end selection and development assessments for organizations that want a bespoke approach. Particularly strong for executive selection and leadership development.

7. HRorganizer

HRorganizer uses validated tests from AON (Cut-e) and links them directly to competency profiles. Known for its user-friendly interface and used by organizations including Bol.com, ASML, and FrieslandCampina. Strong ATS integration capabilities.

8. Harver

Harver is a Dutch-born assessment platform focused on predictive assessments for high-volume hiring. Particularly strong in retail, logistics, and customer service. Uses gamified assessments and realistic job previews to improve candidate experience and reduce early turnover.

9. TestGorilla

TestGorilla is an Amsterdam-based startup that lets organizations build their own assessment from a library of cognitive, personality, and role-specific tests. Good for organizations that know exactly what they want to measure and prefer a self-serve approach.

10. Thomas International

Thomas International is known for the DISC profile, a fast and practical behavioral assessment widely used for sales, management, and communication style analysis. Quick to implement and well-suited for understanding behavioral and communication styles.

11. Talent Q (Korn Ferry)

Talent Q, now part of Korn Ferry, offers a broad range of assessments for selection and development. Strong international coverage and used by large enterprises globally, including many Dutch multinationals.

12. Hogan Assessments

Hogan Assessments is widely used for leadership selection and management development, particularly for assessing personality, values, and leadership risk. Considered one of the most scientifically rigorous personality assessment providers in the world.

13. Criteria Corp

Criteria Corp offers scientifically validated assessments covering cognitive ability, personality, emotional intelligence, and risk factors. Role-based test combinations are automatically recommended based on job title.

14. TMA Assessment

TMA measures 22 drives and 44 talents and is well suited to the Dutch working culture and legislation. Often used for development and career coaching in addition to selection.

15. Assessio

Assessio is a Scandinavian assessment provider with a strong presence in the Netherlands. Particularly strong in personality assessments and potential measurement, and well-regarded in professional HR environments.

16. Aon (Cut-e)

Aon's assessment division offers a wide range of validated cognitive and personality tests, used by HRorganizer and other platforms as the underlying test library. Known for speed, with assessments completed in 10 to 20 minutes, and strong predictive validity.

17. MHS Assessments

MHS develops emotional intelligence and behavioral assessments, including the EQ-i 2.0, one of the most widely used emotional intelligence tests in the world. Particularly relevant for leadership selection and team development.

18. Psytech

Psytech offers a broad portfolio of personality and ability assessments, used primarily by occupational psychologists and HR consultancies. Strong in the UK and increasingly used in the Netherlands.

19. CEB (now Gartner TalentNeuron)

CEB assessment tools, now integrated into the Gartner portfolio, include cognitive and situational judgment tests used by large enterprises. Particularly known for their work sample and situational judgment formats.

20. Berenschot

Berenschot is a Dutch management consultancy that also develops and delivers bespoke assessment centers and selection processes. Used primarily for government, public sector, and executive roles. Known for a thorough, qualitative approach.

How to choose the right assessment provider

What do you want to measure?

Cognitive ability, personality, culture fit, leadership potential, or specific job skills all require different instruments. Selection Lab offers all of these from one platform.

What is your hiring volume?

For high-volume hiring, you need a platform that is fast, scalable, and integrates with your ATS. For executive selection, a more in-depth approach is appropriate.

What is the scientific validity?

Ask every provider for documentation of their validation studies. Tests used in the Netherlands should preferably be COTAN-assessed by the Dutch Institute of Psychologists (NIP).

How does it integrate with your ATS?

A platform that does not connect to your existing ATS creates extra manual work. Selection Lab integrates with Recruitee, Teamtailor, AFAS, Bullhorn, SmartRecruiters, and more.

What is the candidate experience like?

Candidates form an opinion of your organization based on the assessment process. Long, complex assessments with poor mobile support increase drop-off. Selection Lab combines scientifically validated assessments with a modern candidate experience, including SmartChat screening via WhatsApp.

Frequently asked questions about assessment providers in the Netherlands

What is the best assessment provider in the Netherlands?

There is no single best provider. It depends on your goal, hiring volume, and the roles you are filling. For all-round recruitment assessments combined with AI-powered screening, Selection Lab is the only platform that integrates 50+ validated assessment providers with conversational AI in one environment. For purely psychometric assessments, SHL, Ixly, and TestGroup are the strongest options in the Dutch market.

What is the difference between an assessment provider and an ATS?

An ATS (Applicant Tracking System) manages and tracks applications. An assessment provider measures candidate quality through validated psychological tests. Selection Lab combines both, offering assessments plus AI-powered screening in one platform, connected to your ATS.

Are assessment providers in the Netherlands GDPR-compliant?

Most established assessment providers process data within the EU and offer a data processing agreement. Always ask for the DPA before implementing a tool. Selection Lab has a full Trust Center with all compliance documentation.

How long does a recruitment assessment take?

This depends on the provider and the depth of the assessment. Short screening assessments take 10 to 20 minutes. Full assessment programs including personality, cognitive, and situational judgment tests take 45 to 90 minutes. Selection Lab offers both.

What is a COTAN assessment?

COTAN is the Dutch Institute of Psychologists' test assessment committee. A COTAN assessment is an independent quality review of a psychological test on criteria including validity, reliability, and standardization. Tests with a positive COTAN assessment are considered scientifically sound for use in the Netherlands.

Can assessment providers integrate with my ATS?

Most modern assessment providers offer ATS integrations. Selection Lab integrates with nearly all major ATS systems used in the Netherlands and Belgium, including Recruitee, Teamtailor, AFAS, Bullhorn, SmartRecruiters, Ashby, Jobylon, and OTYS.

What is the difference between a personality test and a cognitive ability test?

A personality test measures how someone behaves, thinks, and feels. Think of motivations, working style, and cultural preferences. A cognitive ability test measures intellectual capacity, such as numerical, verbal, and abstract reasoning. Both are used in recruitment assessments and have different predictive values for different roles.

How do I know if an assessment is scientifically valid?

Ask the provider for their validation research. Key criteria are predictive validity (does the test predict job performance?), reliability (does it measure consistently?), and fairness (does it treat all candidate groups equally?). Selection Lab only uses assessments that meet these criteria.

FAQ

Can game-based assessments promote diversity in the hiring process?

Yes, game-based assessments can support diversity by focusing on skills and behaviors rather than traditional criteria like résumés, which may contain unconscious biases. This gives candidates from diverse backgrounds a fairer chance to demonstrate their potential.

What is a game-based assessment?

A game-based assessment is a method that uses game mechanics to evaluate a candidate’s skills, competencies, and personality traits. While playing these games, candidates are assessed on aspects like problem-solving, cognitive ability, and behavior under pressure in an interactive way.

What are the advantages of game-based assessments?

Game-based assessments offer a more engaging and interactive experience for candidates, which can lead to a more positive perception of the hiring process—especially among certain groups. For employers, they provide deeper insights into both cognitive and behavioral traits, which traditional tests may miss. They also reduce the chance of socially desirable answers, as candidates tend to respond more authentically in a game environment.

How reliable are game-based assessments compared to traditional tests?

When well-designed, game-based assessments can be just as reliable—or even more reliable—than traditional tests. They assess a wide range of behaviors and cognitive abilities in a dynamic setting. However, the quality of these assessments varies greatly, so careful evaluation is essential.

How does a game-based assessment work?

Candidates participate in interactive games designed to measure specific skills and behaviors. Evaluation goes beyond just the final score—it also considers how the candidate makes decisions, handles challenges, and responds to different scenarios. These insights reveal underlying thought processes and behavioral patterns.

Are game-based assessments scientifically validated?

The main drawback is that many game-based assessments are relatively new and have not yet been extensively researched by independent academics. Providers often cite their own research, which is rarely externally validated. Without independent studies, the reliability of these assessments remains uncertain—something to keep in mind when selecting one.

How can game based assessments contribute to a better candidate experience

This can vary significantly by audience. The playful, interactive nature of game-based assessments can lower stress levels for some candidates compared to traditional tests. However, research shows that certain groups, especially those over 35, may find them more stressful. Men also tend to rate the experience more positively than women.

Can you practice game-based assessment?

You can familiarize yourself with the style of games used, but it’s difficult to "practice" for them in a traditional sense. These assessments are designed to measure natural reactions and authentic behavior, so repeated practice typically has less effect on performance than with traditional tests.

Will game-based assessments replace traditional tests in the future?

It’s likely that game-based assessments will become more common in hiring processes, but they probably won’t fully replace traditional tests. Both approaches have value and can complement each other depending on the role and the company’s needs.

How are the results of a game-based assessment analyzed?

Results are analyzed based on predefined criteria such as problem-solving ability, reaction time, and behavior under pressure. Advanced algorithms collect and interpret this data to provide a reliable, objective evaluation of a candidate’s strengths.

What kind of skills do game-based assessments measure?

They assess a wide range of abilities, including problem-solving, adaptability, decision-making under pressure, teamwork, and emotional intelligence. Depending on the design, they may also evaluate cognitive skills like memory, attention, and pattern recognition.

How long does a game-based assessment take?

Typically, these assessments last between 15 and 60 minutes, depending on the game’s complexity and the number of skills being tested. They’re usually shorter and more engaging than traditional assessments, making for a smoother candidate experience.

Are game-based assessments suitable for all roles?

They are especially effective for roles that require flexibility, creativity, problem-solving, and strong interpersonal skills. For highly technical or specialized roles, additional assessments may be needed to measure specific knowledge.

What’s the difference between a game-based and a gamified assessment?

A gamified assessment adds game-like elements (such as points or rewards) to a traditional test to increase engagement. A game-based assessment, on the other hand, is a standalone game designed specifically to evaluate certain competencies. The game itself is the primary evaluation tool, not just an enhancement.

FAQ

How can I improve my company’s retention rate?

The retention rate can be improved by investing in employee development and satisfaction. This includes offering training, career opportunities, and recognition for their contributions. A culture of open communication and attention to work-life balance can also contribute to higher retention. Additionally, offering competitive compensation and involving employees in decision-making can strengthen loyalty.

What are the benefits of growth opportunities for employee retention?

Growth opportunities can promote employee retention by giving staff a sense of direction and motivation. When they have the chance to learn and develop professionally within the company, they feel valued, which increases their loyalty. This can prevent them from leaving to seek better opportunities elsewhere. kunnen het behoud van personeel bevorderen door medewerkers een gevoel van richting en motivatie te geven. Wanneer zij de kans krijgen om te leren en zich professioneel te ontwikkelen binnen het bedrijf, voelen zij zich gewaardeerd, wat hun loyaliteit vergroot. Dit kan voorkomen dat ze vertrekken om elders betere kansen te zoeken.

What are the key factors that influence employee retention?

Key factors that influence employee retention include salary and benefits, opportunities for professional development, work-life balance, company culture, and the relationship with supervisors. Employees tend to stay longer when they feel valued, challenged, and supported in their work environment.

Why is employee retention so important for organizations?

Employee retention is important because it helps reduce recruitment and training costs for new employees, and it contributes to retaining knowledge and experience within the organization. High retention also ensures continuity within teams, leading to a more stable company culture, higher customer satisfaction, and improved business outcomes.

Which recruitment strategies help improve retention?

Recruitment strategies that can improve retention include identifying candidates who align with the company culture, using assessments to evaluate soft skills, and providing transparency about role expectations during the hiring process. Employees who feel connected to the organization and have clarity about their role are more likely to stay longer.

How can a good onboarding process contribute to higher retention?

An effective onboarding process can contribute to higher retention by helping new employees quickly adapt to their role, the company culture, and expectations. By providing support and clear information from the start, their engagement is increased, and the likelihood of them leaving early due to feelings of being overwhelmed or lacking guidance is reduced.

What is the role of company culture in retaining employees?

Company culture plays a crucial role in employee retention. When employees feel heard, valued, and connected to the values and norms of the company, they are more likely to stay. A positive culture that fosters collaboration, respect, and personal growth can significantly enhance employee motivation and satisfaction.

How can leadership and management style influence retention?

Leadership and management style have a significant impact on retention. Leaders who inspire, support, and coach their team can increase employee engagement and satisfaction. Offering autonomy and trust can lead to higher loyalty, while inefficient or negative management styles can contribute to dissatisfaction and increased employee turnover.

What is the importance of recognition and rewards for employee retention?

Recognition and rewards play an important role in employee retention by showing staff that their work is valued. This can increase their motivation and loyalty. In addition to financial rewards, compliments, promotions, and other forms of recognition can also contribute to satisfaction and retaining employees.

What role does work-life balance play in improving retention?

A balanced work-life balance plays an important role in increasing retention. By reducing stress and improving job satisfaction, employees are more likely to stay with the company. Initiatives such as flexible working hours, remote work options, and respect for personal time can contribute to this balance.

What does increasing retention mean within a company?

Increasing retention within a company means implementing strategies to keep employees with the organization for longer. This can be achieved by improving job satisfaction, offering growth opportunities, and fostering a positive and supportive company culture.

How do I measure the success of my retention strategy?

The success of a retention strategy can be measured by tracking retention rates and turnover rates, and by gaining insights from exit interviews. Additionally, employee satisfaction surveys and feedback from performance evaluations can provide valuable information about the effectiveness of the strategies applied.

What are the costs of a low retention rate?

A low retention rate can bring significant costs, such as increased expenses for recruiting and training new employees. Furthermore, the loss of experienced staff can lead to lower productivity, reduced knowledge transfer, and a negative impact on company culture.

How can I increase employee engagement?

To increase employee engagement, involve them in decision-making processes, regularly ask for their feedback, and recognize their contributions. Offering development opportunities and maintaining transparent communication can also contribute to greater engagement.

How can technology help improve employee retention?

Technology can be a tool for improving employee retention by facilitating communication, feedback, and development. By using online platforms for training, recognition, and evaluation, companies can create a more engaged and satisfied workforce.

FAQ

How long does it take to complete the tool?

Less than 10 minutes. You’ll answer 30 guided questions and get a summary of what to look for in your next assessment platform.

Can this checklist help me compare assessment providers?

Yes. By clarifying what matters most to your team, it makes comparing providers' features, pricing, and strengths much easier and more strategic.

How can I use this checklist if I’m not doing a formal RFI?

It’s equally valuable for internal evaluations, exploring new tools, or improving your current hiring process even if you’re not issuing an RFI or RFQ.

What should I look for in a modern assessment tool?

Prioritize platforms with user-friendly design, mobile compatibility, strong analytics, ATS integrations, and inclusive features like neurodiversity support.

What types of assessments should I consider in 2025?

Leading tools combine cognitive testing, situational judgment tests (SJTs), behavior assessments, and predictive AI to evaluate candidates more holistically.

Who should use an assessment checklist?

HR professionals, hiring managers, and procurement teams evaluating pre-selection solutions, especially those comparing AI-powered or compliance-driven assessment platforms.

How does this checklist help with RFIs and RFQs for assessments?

The checklist helps you define your exact requirements so you can confidently draft or respond to Requests for Information (RFI) or Requests for Quotation (RFQ) for assessment tools.

What is an assessment tool in hiring?

An assessment tool evaluates candidates’ skills, behaviors, and fit during the recruitment process. It helps improve hiring decisions and streamline pre-selection.

Game-based assessment packs

Game based assessment pack:

Account manager

Game based assessment pack:

Acteur

Game based assessment pack:

Administratief medewerker

Game based assessment pack:

Anesthesioloog

Game based assessment pack:

Applicatie ontwikkelaar

Game based assessment pack:

App ontwikkelaar

Game based assessment pack:

Archeoloog

Game based assessment pack:

Assistent accountant

Game based assessment pack:

Astronoom

Game based assessment pack:

Backoffice medewerker

Game based assessment pack:

Bakker

Game based assessment pack:

Barista

Game based assessment pack:

Barman

Game based assessment pack:

Bedrijfsadviseur

Game based assessment pack:

Bedrijfsanalist

Game based assessment pack:

Bedrijfscontroller

Game based assessment pack:

Bedrijfs IT

Game based assessment pack:

Beroepsduiker

Game based assessment pack:

Biomedisch ingenieur

Game based assessment pack:

Biomedisch wetenschapper

Game based assessment pack:

Boekhouder

Game based assessment pack:

Boekhoudkundig directeur

Game based assessment pack:

Bouwkundig ingenieur

Game based assessment pack:

Business intelligentie analist

Game based assessment pack:

Cardiovasculair chirurg

Game based assessment pack:

Cateringmanager

Game based assessment pack:

CEO

Game based assessment pack:

Chef

Game based assessment pack:

Cloud architect

Game based assessment pack:

Communicatieadviseur

Game based assessment pack:

Dierenverzorger

Game based assessment pack:

Elektricien

Game based assessment pack:

Hoofdredacteur

Game based assessment pack:

Klinisch psycholoog

Game based assessment pack:

Kunstdocent

Game based assessment pack:

Landbouwinspecteur

Game based assessment pack:

Leraar

Game based assessment pack:

Personeelsmanager

Game based assessment pack:

Project manager

Game based assessment pack:

Reclame- en promotiedirecteur

Game based assessment pack:

Reclametekstschrijver

Game based assessment pack:

Ruimtevaartingenieur

Game based assessment pack:

Ruimtevaart technicus

Game based assessment pack:

Timmerman

Game based assessment pack:

Verkoopmedewerker

Game based assessment pack:

Verpleegkundige

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Top 20 Assessment Providers in the Netherlands 2026

Compare the top 20 assessment providers in the Netherlands.
Lotte Welten
CEO and co-founder at Selection Lab
July 7, 2026
Top 20 assessment providers in the Netherlands ranking illustration
Read time: Approx
8 minutes

An assessment provider is a company that develops and delivers validated psychological tests used in recruitment and selection. These tests typically include personality assessments and cognitive ability tests. Based on the results, organizations select the most suitable candidates for a role. Assessment providers in the Netherlands are increasingly used in combination with AI-powered screening to make the selection process faster and more objective.

Assessment providers in the Netherlands are increasingly combined with AI-powered screening. DPD achieved an 89% completion rate by combining assessments with SmartChat, Selection Lab's conversational AI via WhatsApp. Teleperformance saved 15 minutes per applicant, Calco saw 27% fewer drop-offs, and Otto Workforce achieved 21% lower employee turnover in the first six months. These results show that choosing the right assessment provider has a direct impact on quality of hire and recruitment efficiency.

Top 20 assessment providers in the Netherlands

1. Selection Lab

Selection Lab is an online assessment platform that integrates scientifically validated assessments from 50+ providers in one environment. All tests are approved by independent scientists and meet the highest reliability standards. Selection Lab measures core values, competencies, cultural preferences, and cognitive ability, and combines these with recruitment AI screening via WhatsApp (SmartChat) for a complete selection flow. Used by 500+ organizations in the Netherlands, Belgium, and internationally.

2. SHL

SHL is the global market leader in psychometric assessments. Their tests are scientifically extremely well-founded and are widely used by large multinationals and governments. SHL offers cognitive ability tests, personality assessments, and situational judgment tests. Known for high validity and international recognition.

3. Ixly

Ixly is a Dutch assessment provider that scores highly on reliability, flexibility, and user experience. Their platform offers a wide range of tests including psychological assessments, competency tests, and development assessments. Ixly integrates well with most Dutch ATS systems and is particularly popular among HR professionals in the Netherlands and Belgium.

4. TestGroup

TestGroup is one of the market leaders in online assessments in the Netherlands and Belgium. They publish The Bridge Personality, one of the most widely used personality tests in the world, and The Bridge Ability Suite for cognitive ability testing. Tests are available in 20 languages and developed in partnership with universities.

5. GITP

GITP is a well-known Dutch assessment bureau that offers high-end selection and development assessments. Known for scientific rigor and in-depth assessment processes, often used for management and leadership positions.

6. LTP

LTP focuses on high-end selection and development assessments for organizations that want a bespoke approach. Particularly strong for executive selection and leadership development.

7. HRorganizer

HRorganizer uses validated tests from AON (Cut-e) and links them directly to competency profiles. Known for its user-friendly interface and used by organizations including Bol.com, ASML, and FrieslandCampina. Strong ATS integration capabilities.

8. Harver

Harver is a Dutch-born assessment platform focused on predictive assessments for high-volume hiring. Particularly strong in retail, logistics, and customer service. Uses gamified assessments and realistic job previews to improve candidate experience and reduce early turnover.

9. TestGorilla

TestGorilla is an Amsterdam-based startup that lets organizations build their own assessment from a library of cognitive, personality, and role-specific tests. Good for organizations that know exactly what they want to measure and prefer a self-serve approach.

10. Thomas International

Thomas International is known for the DISC profile, a fast and practical behavioral assessment widely used for sales, management, and communication style analysis. Quick to implement and well-suited for understanding behavioral and communication styles.

11. Talent Q (Korn Ferry)

Talent Q, now part of Korn Ferry, offers a broad range of assessments for selection and development. Strong international coverage and used by large enterprises globally, including many Dutch multinationals.

12. Hogan Assessments

Hogan Assessments is widely used for leadership selection and management development, particularly for assessing personality, values, and leadership risk. Considered one of the most scientifically rigorous personality assessment providers in the world.

13. Criteria Corp

Criteria Corp offers scientifically validated assessments covering cognitive ability, personality, emotional intelligence, and risk factors. Role-based test combinations are automatically recommended based on job title.

14. TMA Assessment

TMA measures 22 drives and 44 talents and is well suited to the Dutch working culture and legislation. Often used for development and career coaching in addition to selection.

15. Assessio

Assessio is a Scandinavian assessment provider with a strong presence in the Netherlands. Particularly strong in personality assessments and potential measurement, and well-regarded in professional HR environments.

16. Aon (Cut-e)

Aon's assessment division offers a wide range of validated cognitive and personality tests, used by HRorganizer and other platforms as the underlying test library. Known for speed, with assessments completed in 10 to 20 minutes, and strong predictive validity.

17. MHS Assessments

MHS develops emotional intelligence and behavioral assessments, including the EQ-i 2.0, one of the most widely used emotional intelligence tests in the world. Particularly relevant for leadership selection and team development.

18. Psytech

Psytech offers a broad portfolio of personality and ability assessments, used primarily by occupational psychologists and HR consultancies. Strong in the UK and increasingly used in the Netherlands.

19. CEB (now Gartner TalentNeuron)

CEB assessment tools, now integrated into the Gartner portfolio, include cognitive and situational judgment tests used by large enterprises. Particularly known for their work sample and situational judgment formats.

20. Berenschot

Berenschot is a Dutch management consultancy that also develops and delivers bespoke assessment centers and selection processes. Used primarily for government, public sector, and executive roles. Known for a thorough, qualitative approach.

How to choose the right assessment provider

What do you want to measure?

Cognitive ability, personality, culture fit, leadership potential, or specific job skills all require different instruments. Selection Lab offers all of these from one platform.

What is your hiring volume?

For high-volume hiring, you need a platform that is fast, scalable, and integrates with your ATS. For executive selection, a more in-depth approach is appropriate.

What is the scientific validity?

Ask every provider for documentation of their validation studies. Tests used in the Netherlands should preferably be COTAN-assessed by the Dutch Institute of Psychologists (NIP).

How does it integrate with your ATS?

A platform that does not connect to your existing ATS creates extra manual work. Selection Lab integrates with Recruitee, Teamtailor, AFAS, Bullhorn, SmartRecruiters, and more.

What is the candidate experience like?

Candidates form an opinion of your organization based on the assessment process. Long, complex assessments with poor mobile support increase drop-off. Selection Lab combines scientifically validated assessments with a modern candidate experience, including SmartChat screening via WhatsApp.

Frequently asked questions about assessment providers in the Netherlands

What is the best assessment provider in the Netherlands?

There is no single best provider. It depends on your goal, hiring volume, and the roles you are filling. For all-round recruitment assessments combined with AI-powered screening, Selection Lab is the only platform that integrates 50+ validated assessment providers with conversational AI in one environment. For purely psychometric assessments, SHL, Ixly, and TestGroup are the strongest options in the Dutch market.

What is the difference between an assessment provider and an ATS?

An ATS (Applicant Tracking System) manages and tracks applications. An assessment provider measures candidate quality through validated psychological tests. Selection Lab combines both, offering assessments plus AI-powered screening in one platform, connected to your ATS.

Are assessment providers in the Netherlands GDPR-compliant?

Most established assessment providers process data within the EU and offer a data processing agreement. Always ask for the DPA before implementing a tool. Selection Lab has a full Trust Center with all compliance documentation.

How long does a recruitment assessment take?

This depends on the provider and the depth of the assessment. Short screening assessments take 10 to 20 minutes. Full assessment programs including personality, cognitive, and situational judgment tests take 45 to 90 minutes. Selection Lab offers both.

What is a COTAN assessment?

COTAN is the Dutch Institute of Psychologists' test assessment committee. A COTAN assessment is an independent quality review of a psychological test on criteria including validity, reliability, and standardization. Tests with a positive COTAN assessment are considered scientifically sound for use in the Netherlands.

Can assessment providers integrate with my ATS?

Most modern assessment providers offer ATS integrations. Selection Lab integrates with nearly all major ATS systems used in the Netherlands and Belgium, including Recruitee, Teamtailor, AFAS, Bullhorn, SmartRecruiters, Ashby, Jobylon, and OTYS.

What is the difference between a personality test and a cognitive ability test?

A personality test measures how someone behaves, thinks, and feels. Think of motivations, working style, and cultural preferences. A cognitive ability test measures intellectual capacity, such as numerical, verbal, and abstract reasoning. Both are used in recruitment assessments and have different predictive values for different roles.

How do I know if an assessment is scientifically valid?

Ask the provider for their validation research. Key criteria are predictive validity (does the test predict job performance?), reliability (does it measure consistently?), and fairness (does it treat all candidate groups equally?). Selection Lab only uses assessments that meet these criteria.