"cut-e is always available and quick to provide valuable information, to clarify various matters, and to take and act on our feedback."Silviu Badescu, Deloitte
Online Assessments allow processes to be efficient and effective and to get results
cut-e combines psychometrics, innovative technology and related consultancy services with an understanding of business issues. You want to know – and we find out for you – what drives excellent performance in terms of personality and ability, specifically for your business. Then we set up easy to use Online Assessment processes which can seamlessly integrate into your existing HR or performance systems.
Working with our clients, we are able to achieve impressive Return on Investment in terms of saving time and money and creating value. We do this in all talent areas ranging from screening, selection, talent pools, development programmes, retention.
Below are just some examples of how we can work with you to get that impressive ROI.
Siemens increases completion rate
Increase in successful completion of apprenticeship training from 88% to 95% following the introduction of cut-e’s logical reasoning assessments and interest inventories.
Training requires significant investment whether it is a formal apprenticeship programmes, initial training of air traffic controllers, or management training for general managers. But it is more than the expenditure of resource that make training course selection important: often successful course completion is fundamental to delivering the corporate strategy. Without the newly trained pilots, the planes cannot fly the routes projected.
cut-e can work with you to identify the factors which influence the successful completion of the programme and to help identify those with the greatest likelihood of completing the training. Key results: saving investment on those likely to fail or dropout and create value through more successful completions.
Dell - increased revenue and profit
Increase in revenue of 36% and increase in profit of 42% after introducing cut-e behavioural styles assessment and a risk management interview with new sales hires.
Knowing what makes your sales people good, and recruiting against that, makes perhaps the single biggest impact on the bottom line. Do you know what makes for success in your business? Is your business changing and you need different skills or profiles? What impact would there be on your business if you could turn your bottom performers into average performers? Or recruit just a few more sales stars?
Working with you, cut-e can identify what makes the difference, what great looks like and develop success profiles on which to base the recruitment strategy. We can then help you formulate and set up the selection steps and processes that you can take candidates through that will get the best people to grow your bottom line. Key results: you will know what makes for success and be able to see the direct impact a change in recruitment profiles will bring.
easyJet saves thousands in recruitment
A saving of over $152,000 in 4 years by reducing the number of Assessment Centres needed to fulfil recruitment plans after introducing cut-e Online Assessment and Realistic Job Previews and getting higher quality candidates being identified earlier on.
Assessment Centres are expensive things to run, consuming time and direct costs. And yet, they are one of the most predictive and valuable assessment tools at our disposal. Making them more efficient and reducing the number of centres you need to run to find the number of hires you need, will bring about significant savings.
cut-e can work with you to help you understand the characteristics of those most likely to succeed within your organisation and then build an assessment process around this so that you are able to identify the higher quality candidates earlier on in the process. Key results: You are able to focus on the better candidates, saving wasted effort and time previously spent on unsuitable applicants.
Sunglass Hut reduces time-to-hire
Reduction in time-to-hire from 25 days to 15 days of retail associates after re-thinking the critical behaviours and experience needed from applicants and introducing a cut-e Situational Judgment Test.
Speeding up time-to-hire not only brings successful candidates on-board sooner and therefore making an earlier business impact, but can prevent your key talent from being hired by a competitor. cut-e can work with you to identify the key characteristics needed in your role and develop an online assessment process to run smoothly, efficiently and highlight the best fit candidates to you. Not only will you cut down on process time and administration by automating some of the process, but decisions will be made quicker because we will help you to set cut-off scores. Key results: you are able to on-board your people sooner, keep them from your competitors and reduce your own internal costs.
Harveys increases sales gain
Finding out what it is that makes one sales person so much more successful than another, and doing something with this information, can add significant value to your top and bottom line. Typically, it will be something about a person’s personality characteristics that makes him or her flourish and be successful in your company – as well as a track record or experience of sales.
cut-e can help you determine and define what it is that makes for sales success and to then predict it from your sales candidates. We can help you analyse your talent data and correlate this with assessment data. We will pinpoint the elements of sales success and then help to build a recruitment assessment process to highlight those with the critical elements you need. Key results: bring on board new talent with the skills and competencies to be the new rising sales stars in your business.
Ricoh reduces interview time and attrition
Reduction of 45 minutes spent per interview and a 7% decrease in attrition rate since introducing the cut-e developed ‘Ricoh Way’ bespoke values report to assess potential hires against Ricoh’s core competencies.
Time spent interview is not always time well spent. You need focus and this requires exact knowledge of the job role, an insight into the characteristics of the person being interviewed and an understanding of the fit between them.
cut-e has helped numerous organisations gain a better understanding of the type of person they are looking for their roles: a combination of skills, motivations, values, abilities, competencies, and characteristics. We also then help to define the assessment process that will highlight these required areas in candidates, draw the information together and can provide a short, customised interview guide for the hiring manager to use during the interview itself. Key results: less time needed per interview as interviewers focus on the most important questions to determine fit with the job. Interviewees understand the job and the organisation better based on the areas of questioning and the values expressed - and can judge whether the role is right for them.