Reference FTEJerez

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.

The challenge: attracting and assessing high-quality talent fairly across the region.
Rapid and planned expansion has meant that an effective and efficient recruitment program was essential. The senior manager is responsible for attracting and hiring all the staff, from pilots and engineering maintenance staff to cabin crew and all commercial and support services personnel.

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.

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

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.

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: Streamlining and improving an already assessment accepting business

The challenge: finding a new way to beat the competition

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

The challenge: putting in place a standard, objective, innovative process to screen volume applications and support hiring managers

The solution: bespoke assessments, tailored reports and making the best of technology

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

PUMA needed to identify highly qualified and motivated candidates for their international Finance Trainee Programme and chose cut-e to assess the relevant competencies prior final stage assessment.

Should I stay or should I go? - Increasing the profitability at Transcom by focusing on retention in the selection of call centre workers

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

Each year, the City of Frankfurt trains around 300 apprentices for administration and commercial roles and 150 apprentices in other departments. This means the team need to be able to understand the qualities of applicants and their suitability for the apprentice programme. Inline with being an attractive city, City of Frankfurt also wanted to be an attractive employer.

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

The challenge: to ensure quality and speed up application times with online assessments.

HARTMANN has always looked internally to grow its talent and to provide careers for its current employees. By increasing the number of apprentices HARTMANN takes on, the company not only secures future talent but also creates employment opportunities in the region. The challenge was to optomising the selection process and to secure the best.

An innovative way to support employability skills in student recruitment

PwC in Germany, Austria and Switzerland carries out a 360-degree feedback process every two years in which all of the 1,200 managers based in that area participate. As part of this, there are two key challenges PwC faces: who provides the feedback – and how to make it relevant?

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

In line with corporate development aims, the company decided to launch a 360
degree feedback process for its managerial staff. During this project, Sparkasse
Nuremberg made use of both the content and technical expertise of cut-e and the
management consulting experience of von Rundstedt & Partners. The first 360 degree feedback process was to establish a base line for the systematic, personal
development of each manager, both on the management board and on the first level of management.

Volksfürsorge has 300 regional offices across Germany and they serve as regional contact points for clients and sales personnel. With such a decentralised organisation, consistency in the professional selection of sales staff was difficult maintain and so Volksfürsorge decided to standardise this process. This meant that any instrument used, would have to be implemented locally but in an efficient and user-friendly manner.

Volkswagen needed to recruite a large number of new car sales people - and to find a way to do this across its operations in different countries in a standardised and consistent way.

Zwick/Roell sought to align its recruiting processes across the 56 countries
in which it operates, with those of its headquarters in Ulm, Germany. Due in part to
the wide range of assessment languages offered by cut-e, Zwick appointed cut-e to
help it develop a series of selection assessments.

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.

Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.

As many players in the telecommunications market, the German Telekom has to cope with constant change processes that create many new challenges for the client’s employees, as well as a lot of uncertainty and concern regarding their personal and professional development.

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.

As one of the most attractive and largest employers for university graduates in Germany, Lufthansa is confronted with many employment applications.

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.

Crédit Agricole has adopted a range of cut-e aptitude tests to improve the hiring of trainees, apprentices and young graduates.

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

When the financial crisis affected the Swedish labour market with more people looking for jobs, the Swedish Public Employment Service contracted Manpower to support the efforts to find people work.

Innovative use of assessment by consultancies for corporates

The challenge: improving the selection process to meet business requirements

The United Nations recruits staff on a global basis. Applicants have various nationalities, ethnical backgrounds, and professions. To ensure speed and fairness in selection, the hiring assessment needs to take place on location in various countries worldwide, and each year has to cover about 1.500 candidates within one day.