Reference CTC Aviation

Swiss Bank Credit Suisse receives many applications for the range of vacancies it promotes – from trainees to senior managers, and utilises a number of cut-e’s online assessment procedures to identify the very best applicants efficiently, and reliably.

Deloitte Ireland won the 2018 ‘best innovation on campus’ award at the GradIreland Graduate Recruitment Awards. This was for a number of new on-campus attraction and selection initiatives, including a state-of-the-art mobile-enabled assessment developed by cut-e. Deloitte was also recognised as Ireland’s best graduate employer.

With world-renowned brands including Nivea and Eucerin and a strong employer
brand, Beiersdorf has little difficulty in attracting young talent. The company has
developed a wide-ranging talent strategy for young people — from apprentices and
students through to interns, working students and trainees.

Game-based assessments for more engaging recruitment - a refreshing experience for candidates

Rolls-Royce, in partnership with assessment specialist cut-e, won the esteemed ‘Best Use of Mobile’ FIRM award, after creating an innovative instant messaging simulation assessment to recruit its global graduates, interns and apprentices.

Assessment specialist cut-e won the ‘best use of technology’ category of the European Excellence Awards in HR, for its work on a ground-breaking, mobile, pre-application assessment for Siemens in Germany.

The challenge was to identify the applicants most likely to succeed in the account manager role.

cut-e is delighted to have partnered with Vodafone on what is the world’s largest digital skills and jobs initiative. Vodafone’s Future Jobs Finder is a smartphone-based service that offers career guidance and access to training content, to help young people across 18 countries find suitable digital job opportunities.

Vodafone UK set out to revolutionise assessment centres to save resources and time whilst supporting the brand. Paperless assessment centres are now more efficient, shorter and offer a cutting edge experience.

The Challenge: Design a process to identify applicants most likely to be high performers

The challenge: Streamlining and improving an already assessment accepting business

The challenge was to attract technologically and digitally savvy applicants for sales roles and establish reverse mentoring of less digitally aware managers. Read this onepager to see how this was achieved.

Talented People - the Key to our Success

Ensure a more comprehensive, consistent and "predictive" approach to selecting talent.

Maximising External and Internal Talent Pools

Increasing Sales Productivity through Predictive Analytics

Making Retail Remarkable

For the long-term motivation of promising employees and in order to commit them to the enterprise, Open Grid Europe not only identifies talent, but notably provides orientation and development possibilities. Their aim is to provide promising employees with the tools to manage their personal development process independently.

Parks and Resorts Academy - a world class experience

Optimized use of online assessments via the integration with an ATS

The challenge: managing and assessing fairly high volumes of applications

Internals First - An approach to cultivate the internal labor market

Driving Productivity Through Assessment & Selection

Embedding talent systems to support future growth

The challenge: how to manage intense recruitment phases, recruiting in other countries, lack of consistency, and paper-based CVs.

Recruiting in Elkjøp Nordic

Measuring the value of HR inputs and showing results in numbers - shown in case studies. First up is consumer electronics retailer Elkjøp and its recruitment advisor, a recruitment analytics firm called cut-e.

Talent Acquisition: From Good to Great

Generali is a multinational insurance group with approximately 71,000 employees working in over 60 countries. On the German market it is the second largest primary insurance group. The German sales team is responsible for a wide range of products from a diverse selection of insurance and prevention sectors. Selecting strong salespeople is crucial.

The challenge: widespread use of assessment and needing to ensure quality, and speed of process

An innovative way to support employability skills in student recruitment

The Rochus and Beatrice Mummert Foundation, set up by the Robert Bosch
Foundation. Its aim is to support and develop Eastern European managers as they complete their Masters degree. It looks to develop ‘excellent’ managers who can then play a key role in making their organisations forward-thinking and competitive. This, in turn, contributes to the economic health and stability of their home countries and supports the political security of Eastern Europe.

The performance programme within Salzburg AG looks to develop those with talent so they take key roles in the future. The challenge is to identify efficiently and fairly the potential of those on the programme and to develop them into these roles.

The challenge: ‘going mobile’ to keep pace with the changes in applicants’ technology behaviour

Integration partners and systems

Future of Talent Diagnostics - Presentation held by Scott Schroeder, Director Talent Acquisition Luxottica Retail ANZ

Being promoters of color-blind recruitment, helping Alarga was a given for us. This year we had the pleasure of organizing and executing the scholarship selection process through an assessment centre.

The challenge: selecting sales staff from a large pool of applicants

After a fundamental restructuring of its top management tier, the HR director of Azelis Group recognised the need for a comprehensive Management Audit of the entire management team. With almost 30 locations across the world, Azelis ranks among the top distributors within the chemical industry.

After reviewing and standardising its corporate values and competencies throughout its operations, Belden needed to restructure its existing international recruitment to align. This comprised of the recruitment process itself as well as online assessments.

Retaining the competitive edge at easyJet has a number of important components: identifying the right candidates, optimising the speed of the process, offering realistic job previews, obtaining strong metrics, built into a refined process.

Defining sales success and measuring it in a re-designed standard process.

This case study outlines how a global secure payment provider is now able to identify those sales applicants who will generate up to nine times more profit from sales revenue than the low performers from analysing and optimising its selection process.

This case study outlines how a global secure payment provider faced the challenge of needing to predict those sales managers who are likely to lead high performing sales teams.

Achieving process efficiency, quality of hire and return on investment when recruiting cabin crew, pilots and graduates at easyJet.

Large-scale graduate recruitment across Europe to build a Telefonica fit for the future.

Using Smart Assessment Technology the Ricoh Way

Letter of Reference in Czech

To centralise or not to centralise – how Tesco is driving best practice in resourcing and selection in a large and complex international business

Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali

Integrated talent management at Commerzbank: tailored online solution for systematic succession planning

Creating a Europe wide online assessment and interview process that predicts professional and profitable sales behaviour

The DNB experience - identifying graduate potential

Intelligent graduate assessment design engaging the business and candidates through context-relevant exercises

The role of Online Assessment in attracting and selecting young potential

Predicting high performance Manager an Sales Advisors in a high value retail environment

The STILL 360 story: personal leadership feedback as an key-element in modern leadership processes

The use of online assessment in selection at Credit Suisse

Integrating online assessment in the selection process at Deutsche Telekom

Use of external & internal selection systems to predict success in customer-facing staff and managers

Securing the future engineering needs of ESB: the selection and education of apprentices to attain professional engineer qualifications

Innovative use of assessment by consultancies for corporates

The challenge: improving the selection process to meet business requirements