Reference Natixis Financement

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

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?

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.

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

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

HSH Nordbank positions itself as a ‘bank for entrepreneurs’ and targets its services at the owner-run businesses in Germany. Across the banking industry, department heads are exposed to a range of ever-increasing demands.

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.

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.

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.

R+V upgrades the selection process for apprentices and trainees from traditional paper and pencil tests to pure online assessment.

Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali

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

The DNB experience - identifying graduate potential

The use of online assessment in selection at Credit Suisse