Do you know the digital readiness of your people?

Digital competence is becoming increasingly important. Are you ahead of the curve on this? Do you need to:

  • Re-design your hiring process to spot the digitally competent?
  • Re-engineer your recruitment to reduce time-to-hire and keep the competition away from the best talent?
  • Understand the role that the digitally competent can play in developing your senior leaders through reverse mentoring?
  • Attract applicants who previously may not have considered you as an employer of choice?

If you're thinking about any of these right now and want to see how we can help, get in touch for an initial exploratory call.

What is digital readiness?

Our definition of digital readiness: Digital Readiness allows people to navigate through the digital world of work successfully, feeling comfortable in a digital environment and being able to perform. It is the willingness and ability to learn and seek new developmental opportunities, to flexibly adapt to changing environments and openness to try new things.

How to recognise the digitally competent

To succeed in today's workplace, employees need a new set of digital competencies.

We are facing a world of work that rapidly changes. Jobs are changing as fast as products and services. To be successful in the digital world we need to hire for key competencies that help us perform well in jobs we already know and jobs that will be created in the future. Digital readiness is linked to being able to navigate through this ever-changing environment, being prepared to reskill or upskill. This makes competencies such as willingness to learn, openness to change and adapting to new situations most relevant. Candidates with higher levels on these competencies may be ready for the digital world today. However, changes happen so fast that they need to adapt continuously, learn to stay ahead and perform well in the long-term.

Our digital readiness model is created to help identify where and how a person fits into the digital world and their capacity to adapt to new environments. It helps to understand critical behaviours that indicate whether a person will be able to perform well in the digital world. Leveraging the latest research, conducting our own studies and soliciting the opinions of experts across multiple fields, our model focuses on three core competencies: learnability, agility and curiosity. These are complimented by eight additional competencies, highlighting behaviour and abilities essential in today’s workplace.
You can now assess these competencies through a combination of our personality questionnaire and a cognitive ability test measuring executive attention.

Do you want to learn more about digital readiness? Watch our webinar on 'Digital Transformation at work: does talent assessment need to change?'


Digital Readiness Model

Developed to address how people work within digital environments, the Digital Readiness Model measures the attitudes and abilities that enable a person to embrace technology, collaborate with others and work effectively in the digital world of work. The model comprises 11 competencies, which are measured by looking at two aspects: personality and ability.

To help the hiring manager focus on the essential elements of a candidate’s digital readiness, the model stresses the three most relevant competencies. They are highlighted separately in a report which is instantly generated based on the candidate’s score. The report also provides results for the eight supplemental competencies, giving a concise overview of the candidate’s digital readiness and informing the interview conversation.

Hiring the digitally competent at Vodafone

Hear how Vodafone used cut-e’s Digital Competency Framework (a former model) and a redesign of their hiring process to reduce time-to-hire and guarantee those with digital competence are recruited and developed. To update its senior managers, Vodafone Iberia created the role of the Digital Ninja; an employee with advanced digital competence who could reverse mentor those in the business wanting to keep abreast of real-world customer product usage.

The world's largest digital skills and jobs initiative

Vodafone's Future Jobs Finder is a smartphone-based solution to help young people find digital job opportunities. It uses cut-e's psychometric and aptitude tests to find digital job profiles that match the young people's competencies and work preferences. Apart from suggesting possible job profiles, the Future Jobs Finder also flags open positions at Vodafone and other companies. The insights from the Future Jobs Finder can be added to a CV making participants stand out from the crowd.

Did you know? Digital competence is not related to age.

Digital competence is a preference of working by way of technology. And, while there is often an assumption that younger people are better suited to digital working, this is not necessarily the case. They may be more familiar with technology, the tools and the ways of working, but it doesn’t necessarily mean that they’ll use them effectively to interact and communicate. To discover those who are digitally competent, you'll need to assess these very specific behaviours, attitudes and skills.

The new strategic priority: Digital

HR Headquarters - 24th July 2017, UK 

"Achieving 'digital competence' is becoming a strategic priority for almost every organisation. But few companies are really equipped to prosper." says David Barrett, Chief Operating Officer, cut-e.

Read this article in which David defines the three key issues that need to be addressed before digital skills can be fully embedded in an organisation.

Reference reading

Deloittte Insights (2018). Global Human Capital Trends. The rise of the social enterprise. Retrieved from

OECD (2017). Future of work and skills. Retrieved from

OECD (2016). Skills for a Digital World. Policy Brief on The Future of Work. Retrieved from

Royal Bank of Canada (2018). Humans Wanted. How Canadian youth can thrive in the age of disruption. Retrieved from

Ferrari, A. (2013). DIGCOMP: A Framework for Developing and Understanding Digital Competence in Europe. Retrieved from

McKinsey Global Institute (2017). The digital future of work: what skills will be needed? Retrieved from

Vozza, S. (2018). These 4 Skills Are Essential To Succeeding In The Gig Economy. Retrieved from

Janssen, J., Stoyanov, S., Ferrari, A., Punie, Y., Pannekeet, K., & Sloep, P. (2013). Experts' views on digital competence: Commonalities and differences. Computers & Education, 68, 473-481.

Li, Y. & Ranieri; M. (2010). Are ‘digital natives’ really digitally competent?—A study on Chinese teenagers. British Journal of Educational Technology, Vol 41, No 6.

Lindzon, J. (2017). How AI Is Changing The Way Companies Are Organized. Retrieved from

George, B. (2017). VUCA 2.0: A Strategy For Steady Leadership In An Unsteady World. Retrieved from:

IESE Business School (2013). How to be a digital leader. Retrieved from

AAST (2017). Become the best version of yourself, nootropics can enhance human brain function. Retrieved from

Bersin, J. (2016). Everything Is Becoming Digital: Talent, Business, And HR Predictions For 2017. Retrieved from

YouGov (2018). Vodafone study: The State of iGen. Retrieved from


Assessment Product Finder

Search amongst over 60 different online psychometric assessments for the right test or questionnaire to suit your needs.
Search by