Validated tests give you a fact-based decision, reduce the risk of a mis-hire and open the door to greater diversity.
Book a free discovery call
“I would not hire without Stardust Search.”
To make the right call in a recruitment you need more than a strong CV and a good first impression.
Assessment is a competency assessment. With structured tests such as personality analysis, cognitive ability tests, motivation analysis and skills tests, we get an objective picture of the candidate's potential, drive and way of working. The decision rests on facts rather than gut feeling, the risk of a mis-hire goes down and the selection becomes less biased, which also opens the door to greater diversity.
“The results give me insights that are hard to get by asking in interviews, and looking back I can see that they match the employees' behavior well.”
Nils Edelstam
Chief Medical Officer, Funmed AB
Assessment is just as useful when you recruit externally as when an employee is moving into a new role, when selecting participants for an internal leadership program, or when you want to assess the development potential of employees and managers.
And we do not stop at the test results. Everything we learn during the process, from in-depth interviews and tests to references, we hand over to the hiring manager just before the new employee starts, as support for onboarding.
Validated tools. We are certified in Hudson, Saville Assessment, OPQ and Decision Dynamics, among others, all with high validity and a scientific foundation.
The right mix for the role. We choose the tests based on what the role requires and what you want to measure, and adapt the process to your needs.
More perspectives. We evaluate candidates as a team and match them against your company culture, which we map with a culture survey.
Second opinion. An independent assessment of final candidates, especially valuable for executive hires and sensitive appointments.
How it works
Adapted to the role and your needs, with a clear conclusion at the end.
We go through the role, purpose and requirements with you and draw up a competency profile that can be tested with the chosen method.
The candidate takes the tests online: personality analysis, skills test and motivation analysis.
Our certified consultants analyze the results.
We go through the results with the candidate in a personal meeting of 1–2 hours.
It shows how the candidate sees themselves, their strengths and their challenges.
You receive a written report with our assessment and go through it and our conclusions with us in a 1–2 hour meeting.
Stardust is a competent and highly professional partner that we have engaged several times. Their team shows great interest in and commitment to the specifics of each assignment, and we have great confidence in them in our recruitment work.
Anna Bellander
Head of Communications, Fastighetsägarna
The entire recruitment process is well planned and carried out with a high level of professionalism, both toward us as a company and toward the candidates. I warmly recommend Stardust Search to anyone looking for a skilled and reliable recruitment partner.
Peter Ekholm
Country Manager, Superwood
We have used Stardust Search several times and are very satisfied. The collaboration is reassuring and easy, with solid support throughout the recruitment process. Despite an often tight schedule, we have had really good help finding the right candidate.
Rickard Bracken
Secretary General, Suicide Zero
We have engaged Stardust Search for three recruitments and are very satisfied. Their holistic view of both the client and the candidate experience, and the personal and professional way they handle the whole process, is something I truly appreciate.
Christina Lingdén
Head of Communications, Sobona
I used to be skeptical of personality tests, but today I would not hire a new doctor at Funmed without first having Stardust Search run tests and give feedback on them.
Nils Edelstam
Chief Medical Officer, Funmed AB
We were extremely pleased with Stardust Search in our CEO recruitment. We had a good dialogue during the process and were also very happy with the end result. With Stardust Search you can count on being listened to and getting quality all the way.
Hanna Brandström
Head of People & Culture, Castellum
Stardust Search took the time to get to know us as a company before they started, so that the match would be as accurate as possible – a more thorough process than any I had been part of before.
Farhad Jabbari
CEO, Qicraft
Stardust Search understands our needs and is always professional – toward candidates and toward us as we look for new talent. We are very happy with our collaboration with Stardust and warmly recommend them as a recruitment partner.
Mikael Brunnhagen
CEO, Motor Trend
Free discovery call
An informal video call where you can ask questions and hear how we can help you move forward.
The questions we hear most often.
Assessment, or testing, is a cornerstone of objective, unbiased recruitment. Its purpose is to determine whether a person will succeed in a specific role. Assessment is just as relevant for external recruitment as for moving current employees into new roles within the company.
Assessment is useful when you are looking for a candidate for an important position, where it is crucial that the person you hire has the right skills, abilities and personality to fit the organization and do the job well.
It is also useful for internal promotions or reorganizations, where you need to identify which employees are best suited to take on new roles.
An assessment can include several methods, such as personality tests, work samples, behavioral interviews and reference checks. It usually starts with defining which competencies and qualities matter for a specific role and organization. Candidates can then be tested against these criteria and their performance evaluated.
The results are used to assess the candidates' ability to do the job and to decide who is the most suitable candidate. Assessment is an important part of an objective, unbiased recruitment process and helps make sure the organization has the right person in the right place.
At Stardust Search we use carefully selected tests with high validity for an unbiased and objective assessment of the candidates. We run a culture survey at the company we recruit for, so that we know what to match against, and we work as a team to evaluate the candidates from several perspectives.
It depends on the role and what you want to measure. We usually use personality tests, cognitive ability tests, skills tests and sometimes case exercises. All tests are validated and adapted to what it takes to succeed in the specific role.
It varies depending on the tests included, but the testing itself usually takes 1–2 hours for the candidate. On top of that comes analysis and feedback from our consultants. The whole process is usually completed within a few working days.
An interview relies largely on subjective impressions – assessment complements this with objective data. Standardized tests give you a fairer, fact-based picture of the candidate's potential, which reduces the risk of a mis-hire.
Absolutely. We often help with internal promotions, leadership programs and reorganizations. It gives a fair and insightful basis for decisions about development or new roles.
Yes, we only use work-psychology tests with high validity and reliability. We are certified in several leading testing tools – including Hudson, Saville Assessment, OPQ and Decision Dynamics – all with high validity and a scientific foundation.
You receive a clear summary with both quantitative results and qualitative analysis. Our consultants also give verbal feedback and recommendations to support the final hiring decision.