Use digital ninjas to enhance digital competence

Vodafone Spain assesses the digital competence of its new recruits, using a competency model developed by cut-e. An innovative mentoring scheme has been set up in which the top performing digital recruits coach the company’s senior managers, to bring them up-to-speed on digital innovations. This not only helps to enhance the digital skills of the senior team, it motivates and engages the new employees and raises their profile within the business.

cut-e: passionate about Online psychometrics

cut-e is at the forefront of psychometric and online assessment innovation. We bridge the gap between academic science and HR practice by scrutinising the latest in research and combining this with the advances of technology. We combine this to deliver practical, valuable and definable assessment tools.

With our cooperations with universities, our international research team and constant client dialogue we ensure that the research we are involved in is directly applicable to current HR topics and challenges. 

Dr Achim Preuss, founder and MD of the cut-e Group comments: “We are proud of our research and development programme and with growth witnessed in the use of online assessment across most countries, it is important that we continue to challenge, investigate and improve testing practices.

Snapshot: the cut-e innovation story

On the sofa with our founders: in this short movie we hear about what is so innovative about cut-e, why this is so important to us, and how clients benefit.

How we achieve our innovation

  • Monitoring trends and the market. Our global Assessment Barometer monitors assessment trends across the world and the key HR and talent challenges facing organisations. We monitor academic research and distil the most interesting in the ScienceBlog - to inspire HR practice. The results feed into our development programme. 
  • Feedback from clients, candidates and those not using our tools. We talk with Talent Professionals and discuss assessment at conferences, webinars, client events and via our own feedback tools. 
  • Working with universities. Our commitment to building relationships with academic and research institutions is strong. They carry out research independently using our tools and our Academic Research Portal supports their work. 
  • Testing out new technology. Technological advances afford new opportunities for assessment. Whether in terms of mobile assessmenttechnical integration or gamified assessments, we apply, test out and incorporate into our systems when the technology creates a shift in the ease of use or application and adds value to the assessment process. We know that technology impacts psychometrics and test and report on this.
  • Our international Research Team and research agenda are core to the business. Our team, based in-house, works with clients on their assessment needs today and works on the future assessment agenda for tomorrow. 
  • Sharing our learning and gaining peer-review. We present regularly at academic conferences and submit articles to academic journals to test the robustness of our work and to pioneer best practice in Online psychometrics.

The cut-e research agenda: researching the relevant and impactful

Our International Research Team, headed up by Dr Katharina Lochner in Germany, comprises specialists based in various locations throughout the world. Following and researching topics of interest to academia and the HR world, here is a brief overview of the main areas our research examines. We haven't shared too many details - but watch this space as we share our findings! 

An example of our research in practice: Testing the test – project with the University Duisburg-Essen, Germany

Concentration is of fundamental importance in most jobs. In order to measure an applicant’s ability to concentrate, cut-e has developed the e3✛ within the scales test battery. The University of Duisburg-Essen in Germany has now tested this test further: How well does the test actually measure concentration? And how is concentration influenced by tiredness and tension?

Research participants completed both the scales e3+ as well as a well-recognised paper and pencil test concentration test, the d2-R (Brickenkamp, Schmidt-Atzert & Liepmann, 2010). The scales e3+ showed a wide overlap with the d2-R and has therefore also shown to be a reliable and valid measure of concentration ability. In addition the research showed that with repeated completions of the scales e3+ there is hardly a training effect. This means that it is particularly suited to selecting applications in a recruitment process, as candidates who may have completed the test previously have no significant advantage over those who take it for the first time. Additional findings suggest that the candidates need to be alert and with a certain degree of tension to get the best scores – but this needs further research.

Comments from the head of the research, psychologist Christiane Fricke-Ernst of the faculty of business psychology (Prof. Dr. Annette Kluge) at the University Duisburg-Essen: “We are examining, amongst others, the question of how long one can concentrate for without a break, which activities in a break are particularly helpful to regenerate and how strongly our concentration lapses when tired. For air traffic controllers, for example, this is very important. Here we need a test that measures concentration but is not trainable – which is the case with the scales e3+. As the test is completed online and the results are generated automatically, the whole procedure is very economic. The item generation in run-time reduces the probability of a training effect so that the test is very suitable in practice as well as for research purposes.”

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