Reliable, robust and research-based psychometric assessments

cut-e's innovative online assessment instruments help HR professionals and line managers to make reliable and defendable talent decisions. Our tools are built on the solid foundations of research and psychometrics and are short, meaningful and user-friendly. 

cut-e helps companies identify people with the right capabilities and cultural fit to deliver optimal business results. No matter whether screening, selection, management development, team building or organisational development - cut-e provides intelligent instruments for HR professionals and line managers.

"By introducing clear grading criteria and the use of test tools, we have shortened the process by five weeks."Jonas Behrendt, Schibsted ASA

Tests and questionnaires: reliable, practical, defendable

We want to push and test the boundaries of applied psychometrics to make them more meaningful, more acceptable, more valuable and more robust. We create and make use of item databases, item generators and adaptive measurement techniques to develop questionnaires and tests and this results in high quality psychometric assessments. We have been revolutionary in developing capability to reduce the length of assessments through our adalloc™ measurement system.

Our online assessment instruments are available in up to 40 languages. But in case you need one or more instruments in a language that is not available yet - please let us know. We are able to implement new languages at short notice. The same goes for your corporate design.

White Paper cut-e

White Paper Online diagnostics

Basics, processes and decision criteria

By choosing appropriate instruments for Talent Management it is often hard to distinguish between ‘good’ and ‘bad’ instruments.

These guidelines address the following questions:

  • How to identify a good diagnostic instrument?
  • Which specific criteria apply to online assessments?
  • What options for the interpretation of results are there?

But mainly the purpose of this white paper is to provide a guide through the jargon jungle of general and psychometric criteria.

The science: research underpins all cut-e products

Our International Research Team has two priorities: it works with clients to analyse assessment data; it researches, develops and tests out practical, new approaches to solve assessment challenges. 

Working with clients and their data helps us to suggest on-going improvements to their own assessment process and to measure the Return on their Investment. Our research programme responds to new market challenges. We’ve looked at how to utilise mobile technology fairly, assess newly demanded personality features such as creativity and how to speed up assessment time to help clients engage with applicants sooner. 

We know the value of sharing with, and learning from peers, and so we regularly present at conferences, write White Papers, submit papers to academic journals and value on-going professional development – and we actively encourage research using our tools, offering support to universities and students. 

Intelligent analytics support talent decisions

At cut-e, we combine traditional statistical analysis with cutting-edge techniques, including learning algorithms and artificial intelligence. This expertise gives us a greater understanding of assessment data, as we can quickly spot patterns, emerging trends and any irregularities. We use this combination of methods in our assessments as well as predictive talent analytics.

The great advantage of combining all of this information together - and making sense of it - is that we can draw more insightful conclusions and therefore help our clients to make better talent decisions.

Quality assured

Quality of assessments can be measured – and you can check this out:

  • Our instruments are reviewed independently by professional bodies. 
  • Our instruments are supported where relevant by up-to-date research and a range of norm groups across sector, job level
  • We add regularly to our library of validity studies.  
  • cut-e has been awarded the ISO/IEC 27001 certificate for information security management systems
  • Full diversity and inclusivity impact studies and policies are in place. 
  • Our IT and professional data management systems comply with all national legal requirements on data protection. 
  • Our tools are designed in line with internationally renowned standards from institutions such including the International Test Commission (ITC), European Federation of Psychologists’ Associations (EFPA), and American Psychological Association (APA). 
  • They are certified by leading global quality accreditation institutes such as Det Norske Veritas (DNV) and are registered with local oversight bodies in nation states where this is required.

The client is at the heart of what we do

We know that you want reliable and valid assessments – and you need them to be practical and pragmatic and to strengthen your employer brand, positioning and applicant experience. We design customisable instruments – such as Situational Judgement Tests or 360 degree feedback questionnaires - so your job roles, branding and messages can be conveyed and have created hard-to-distort or hard-to-cheat online tools. All our tests and questionnaires can be integrated into your existing ATS / HRIS systems with a single sign on (SSO) to ensure a branded and seamless user experience.

At cut-e we understand how important your employer brand is and have just extended our free service for customised assessment to meet growing client demand for branding.

White Paper Adalloc technology

White Paper adalloc technology

Adaptive allocation of consent

With the adalloc (adaptive allocation of consent) method cut-e offers a new and unique technology for adaptive measurement of different types of concepts. The adalloc method is suitable for measurement of competencies, personality dimensions, attitudes, interests, and values, as well as for the assessment of job requirements.

The adalloc method allows for the measurement of psychological constructs for personnel and marketing decisions faster and more precisely than any other existing psychometric procedure. Read the white paper for more information.

Ask the expert: How can I make sure that the criteria transparency and fairness are met when choosing an instrument?

An essential factor that plays a role in selecting diagnostic instruments is the treatment of the candidate before, during and after the test.  

A good diagnostic instrument should provide an appropriate degree of transparency. This contains that informative and understandable instructions explain the test background and the administration process (time limits etc.) before the test starts and that practice items are available to explain the principle of the test or questionnaire. Additionally, in case of online-administrations, a trained test administrator should explain the system.

It should be ensured, that each candidate who worked through a specific instrument, receives appropriate feedback about his/her performance (ability tests) or results (questionnaires) after having finished. At least, a short written feedback report (preferably narrative) should be provided. In best case, personal feedback should be provided by a trained person and by means of a detailed feedback report.

Furthermore, it is important in terms of fairness that the resulting test scores do not cause a systematic discrimination of specific persons because of their membership to ethnic, sociocultural or gender-specific groups. For the purpose of accessibility all persons should have the same possibilities to attend to diagnostic instruments. That means, amongst other things, that also people with disabilities get the possibility, adequate to their abilities, to attend to diagnostic instruments, possibly by means of input assistance.

What are specific criteria for online diagnostics?

Beyond the criteria that apply to computer-based diagnostics there are some aspects that concern especially internet-administered diagnostics. Basically, internet-based instruments should be self explainable, forgery-proof, hardware-independent, plugin-ready and accessible. This means in detail:

Self explainable
As internet-based instruments are mostly administered openly, that means uncontrolled, it is very important that they are self explainable. Basically, this means that the test provides interactive examples on which the candidate can familiarize himself/herself with the tasks of the respective instrument and on which he/she gets feedback about the way he/she dealt with the examples. The explanations for the examples should be detailed as much as possible as, in internet-based tests, there is normally no possibility to contact the test administrator if questions occur.

As already mentioned, the administration of internet-based instruments is often uncontrolled. Therefore, it should be ensured that the test is forgery-proof. That means that there should preferably not exist a model answer that could support the candidate to complete the tasks fast and correctly. In internet-based tests this can easily be ensured by generating the test dynamically at runtime. For this, it is almost impossible that the same test is generated twice.

Hardware independent
The problem of many internet-based instruments is that they are often optimized for a certain computer system (certain conditions: screen resolution, proportions) and that they are presented blurred or grainy on other computers. This can be avoided by vectorised item material which optimally adapts to monitor conditions and thus no effects due to the used hardware and internet connection occur.

Regarding internet-based instruments it is important that a seamless integration into existing application management, assessment or HR systems (e.g. SAP, Peoplesoft, Oracle) is possible. It can thereby be guaranteed that all participant data stays within the enterprise and that the security of data is ensured.

Each internet-based instrument should be accessible according to the regulations for users with disabilities. This contains for instance that other input assistance devices besides the mouse (e. g. touch screens, touch pads, keyboard, specific input assistances for motor limited persons) as well as reading assistance devices (e.g. computer-internal loupe, magnifier) and other assistance can be used to complete the instruments.

Did you know? Assessment Barometer results show:

  • Online assessment is growing, with an 18 per cent increase over the last two years. 52% of participants are using online assessment, predominantly in the hiring process but also for development purposes. Developing and intermediate markets are growing to close the gap on mature markets.
  • The nature of assessment is changing worldwide. Employers are still looking to make better, less risky selection decisions. But increasingly they want to predict which candidates will be strong performers.
  • The use of psychometric assessment is increasing across the entire employee lifecycle, particularly for the recruitment of managers, white-collar workers, graduates and apprentices.
  • Development centres, assessment centres, integrity and value questionnaires and Situational Judgement Questionnaires (SJQs) are the fastest growing tools.