Reference Tesco

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.

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

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 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.

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

Maximising External and Internal Talent Pools

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

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

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

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.

Talent Acquisition: From Good to Great

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

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.

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

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.

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

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

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

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

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

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

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.