Reference Puls

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.

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: finding a new way to beat the competition

The challenge to those responsible for selection at Dusseldorf City was to create a streamlined and efficient process that not only managed the applications, but provided them with the information about the candidates when they need it.

Applicants to Dusseldorf City now apply directly via its application platform before being invited to take part in an online assessment. These initial test processes are carried out by the applicants at home or wherever they choose to access the online assessment. However, with such an approach there are two issues which may be of concern.

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

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.

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

Something We’re Proud of! Aer Lingus Cadet Selection.

To supplement its established assessment centre information, Ocè appointed cut-e develop a tailored and role specific assessment.

Optimized use of online assessments via the integration with an ATS

The challenge: managing and assessing fairly high volumes of applications

Driving Productivity Through Assessment & Selection

The Dortmund Municipal Works AG (DSW21) in Germany is responsible for local public transport in Dortmund and the surrounding areas and is used by 143 million passengers every year.

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.

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 recruiter is a time traveler - A new way of recruiting in Octapharma Stockholm

The challenge: Introducing an objective, informed and timely recruitment process – accepted by the managers

The challenge: designing an online assessment process which meets Olympus requirements

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?

Scoot Case Study - Hiring Right First Time

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.

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.

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.

Vodafone Romania needed to align to the Vodafone Group talent management strategy and chose cut-e as the provider to support in a 360° feedback process with over 5000 raters.

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.

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

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

Using online assessment tools within Aer Lingus to predict behavioural fit in cadet airline pilots and engineering technician apprentices

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

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

cut-e Group signs €200,000 Contract for Online Selection Assessment Systems with EADS Group - Makers of Airbus and Eurocopter

The challenge: improving the selection process to meet business requirements

Faced with the challenge of selecting the best candidates from a large number of graduate applicants, and knowing that they needed the experience of external providers, EADS looked to cut-e and the consultancy company Mannaz to support their recruitment process.