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Be aware of "black box" problems when using AI for recruiting

The Student Employer - 31st October 2018,

Using artificial Intelligence (AI) for recruiting can enhance your candidate selection process, but beware of ‘black box’ algorithms that can lead to recruitment decisions that you can’t defend. Richard Justenhoven explains the two types of AI system and how it can be used effectively in assessment.

A Guide to AI

Global Recruiter - 22nd October 2018,

Richard Justenhoven, product director at cut-e, gives four key guidelines to using AI in recruitment.

The goal of any recruitment process is to identify the right person for the job. The closer you match the individual to the requirements of the role, the more effective that person will be. You don’t need Artificial Intelligence to achieve this. But AI will help you do it quicker and more efficiently.

Recruiting safe commercial drivers

HRHQ - 22nd October 2018, Ireland

Commercial drivers - whether they drive a train, lorry, bus, ferry, delivery van or a forklift - are responsible for the safety of their passengers or cargo, and their vehicles. If you recruit drivers, you’ll undoubtedly check whether job candidates have the necessary driving skills and the required licences or certificates. You may even conduct medical and eyesight checks. But, can you be confident those individuals will drive safely?

Suzanne Courtney: How to attract and select great graduates

HR review - 5th October 2018, UK

In the face of fierce competition to find the right talent, today’s graduate recruiters are striving to make their assessment and selection processes shorter, more focused and more engaging. Here are five essential tips to help you to stand out from the crowd:

The essential competencies for digital transformation

HRHQ - 10th September 2018, Ireland

To survive in the digital future, organisations need a fluid structure, an agile culture and employees who are ‘digitally-ready’ to cope with rapidly changing circumstances. Digital readiness is not about being proficient with technology - it’s not about whether you can use Excel or mobile devices - and it is not related to age. Every employee now needs the ability to perform tasks, manage information, share knowledge and work with others in a digital context.

Financial services: How to resolve your top three HR challenges

Personnel Today - 30th August 2018, UK

With Brexit looming and AI threatening to replace roles, assessment now has a broader role to play in resolving the key talent challenges in the financial services sector, says Andreas Lohff from Aon’s Assessment Solutions.

AI's role in passive sourcing

Global Recruiter - 21st August 2018,

Artificial Intelligence can transform passive sourcing but the ultimate goal is to achieve perfect optimisation says Richard Justenhoven, product development director at cut-e.

In any recruitment campaign, ‘active’ candidates seeking employment will apply for your positions. But other suitable candidates may be available, who are not currently looking for new role. Executive search agencies can identify and approach these ‘passive’ candidates, to interest them in working for you. Passive sourcing is standard practice but there are two challenges: How do you determine whether or not someone is suited to the role? And how do you know if they’ll want to leave their current employer? Artificial Intelligence (AI) offers a new way to answer both of these questions.

Lena Justenhoven, Senior Consultant at cut-e, an Aon Company, in HR Director

Are you ready for the digital future?

HR Director - 28th July 2018, UK

Yesterday's way of working is no longer an option in today's fast-paced, technology-fuelled business environment. In our volatile, uncertain, complex and ambiguous (VUCA) world, the demands on employees are changing. Is your organisation ready to cope with the digital future? New competencies are needed if your organisation is to survive and thrive in the digital age.

Is mediocrity all you can hope for in recruitment?

HR review - 25th July 2018, UK

Recruitment is an expensive proposition for any organisation. As well as your direct recruitment costs, you have to factor in the ‘cost’ of involving hiring managers and other operational teams in the interview process, or in running assessment centres. There’s also the expense of training a new recruit to get them up-to-speed. So can you really justify the cost of enhancing your selection process with personality, ability and situational judgment tests?

Smartphones are leading the way in assessment

HRHQ - 24th July 2018, Ireland

In psychometric assessment, mobile delivery has become the number one priority. Today’s employers increasingly want to allow applicants to take assessments via their phones, particularly in high volume recruitment situations.

Richard Justenhoven, Product Director at cut-e, an Aon company, in HR zone

How to become an HR trendsetter

HR zone - 20th July 2018, UK

If you're looking to get ahead of the curve in the HR industry, you need to look beyond what's happening in the HR space itself.

Cut the time of your graduate assessment centres with virtual exercises

The Student Employer - 12th July 2018,

Assessment centres can be shorter and more efficient if candidates undertake individual case study exercises virtually and in advance, says Suzanne Courtney. If you’ve recently completed your annual graduate recruitment cycle, you’re probably already thinking about how to improve the process next year. One area worth focusing on is your assessment centre.

Recruitment: time to up your game

HR review - 9th July 2018, UK

Job candidates will drop out of your recruitment process if your assessments have too much gamification, says Andreas Lohff.

Kill the bias in your recruitment process

HRHQ - 3rd July 2018, Ireland

In any selection process, the great challenge is to minimise unconscious bias. It is human nature to like people who are similar to us but this shouldn’t be allowed to influence your hiring decisions. To reduce ‘elitist hiring’, some employers are removing the candidate’s name and education provider from their application forms and CVs. Others are training hiring managers (and assessors in assessment centres) to understand and avoid unconscious bias – and to focus on best practice evaluation techniques and interviewing skills.

Seven ‘people analytics’ tips that can transform HR

Personnel Today - 19th June 2018, UK

People analytics can revolutionise the way you recruit, develop, engage and retain your staff, says Richard Justenhoven.

People analytics is a relatively new concept for many CHROs. Finance and marketing teams have been using analytics for years to monitor the performance of the business - and to track and predict customer buying patterns. Now, the benefits of ‘big data’ can be applied to people challenges, from recruitment and development to performance management, engagement, compensation, workforce planning and retention. Doing this can transform the effectiveness of organisations. However, too many HR teams are missing out on this opportunity because they don’t know how to capitalise on the data they have available.

Five Signs of Successful Volume Recruitment

HRHQ - 28th May 2018, Ireland

Employees in your frontline sales, service and support roles are hugely important for your business, as they’ll personify your brand for your customers. Here are five tell-tale signs that will reveal whether or not you’re successfully recruiting for these roles.

More than a ticking the right box exercise

Gulf News - 17th May 2018,

In HR evaluations, psychometric tests cannot come up with all the answers. People tick boxes on a daily basis — to ensure they have achieved or completed a certain task on simple to-do lists, such as picking up the weekly shopping. Others use checklists for more significant decisions such as choosing a field of study, career, or even a life partner.

What distinguishes good gamification from bad? - Richard Justenhoven in HR Zone

What distinguishes good gamification from bad?

HR zone - 9th May 2018, UK

There’s an ongoing debate in the recruitment industry about the relative merits of gamified assessments versus game-based assessments. Read here which comes out as the winner.

A more rewarding way to select top graduates

The Student Employer - 8th May 2018,

Hannah Crawley, occupational psychologist at Nationwide, explains the company's new selection process: "Our Emerging Talent programmes have traditionally focused on recruiting candidates with core competencies such as teamwork, agility and problem solving. Degree-wise, we looked at candidates who had a 2.1 or above as an entry criteria. Our aim has always been to identify positive, productive candidates who fit our values and have strengths that will support our strategic direction. This year, we set ourselves the challenge of taking a fresh approach to the way we identify and assess prospective talent."

New guide explains how contact centres can recruit and retain talented agents

HR news - 3rd May 2018, UK

A new insight guide which offers five steps to help contact centres identify, select and retain talented agents has been published by assessment specialist cut-e.
Called Recruiting special agents, the guide highlights that many contact centres replace a quarter of their staff every year, primarily because of ‘poor job-fit’. It provides best practice advice to help contact centre recruiters differentiate their employer brand, engage candidates, improve the efficiency of their selection process and hire the right people. Andreas Lohff, CEO of cut-e said;

Why your executive team should value assessment

HRHQ - 3rd May 2018, Ireland

Up until recently, employee assessment was essentially a risk management exercise, overseen by HR and recruitment teams. The aim was to minimise the risk of early attrition and the expense of making a bad hire. This expense includes the cost of having to re-recruit and re-train staff as well as the disruption that disengaged employees can cause. Assessments also helped to avoid counterproductive behaviour in the workplace by enabling employers to recruit individuals whose abilities, personality and values were aligned with the goals of the business.

The formula for successful assessment

onrec - 27th April 2018, UK

Innovative formulas and models can tell you not only which assessments to choose but also how to utilise them to best effect, says Mats Englund.

When selecting or developing staff, choosing which assessments to use isn’t as straightforward as it may seem. Different assessment methods - such as ability tests, personality questionnaires, integrity tests, situational judgement tests, face-to-face interviews and assessment centres - are all good predictors of performance. Yet each comes at a cost. So how should you choose which of them - or which combination of tests - is best for you?

Graduate Recruitment: Is It All A Game?

Insights at Work - 6th April 2018,

You’ve graduated from a four-year degree and decide to apply for a role in a graduate programme. You’re excited to showcase the skills you have learned and apply them in a real-life business context. You’re asked to complete an online assessment as part of the application process. The assessment is a game in which you must control a robot to shoot numerous flying objects. Your fate in landing your first professional job lies in the result of this game and you wonder: Is this the right way to test your abilities for the role?

Upwardly mobile: Why phones are now first choice for assessment

Personnel Today - 16th March 2018, UK

With changing candidate preferences, smartphone assessment has become the top priority for employers, says Richard Justenhoven. A quiet revolution has occurred in the psychometric assessment industry. For the past 30 years, job candidates have completed online assessments via their PCs and laptops

Changing the game plan

HR news - 2nd March 2018, UK

Gamification has been heralded as the ultimate way to differentiate your hiring process and reduce the drop-out rate amongst candidates. But real success stories are relatively thin on the ground. Part of the problem is that games, game-based assessments and gamifed assessments are actually three different things – and only one of them should be used to select candidates.

Recruiting through the minefield of GDPR

Global Recruiter - 21st February 2018,

Andreas Lohff co-founder and chief executive officer of cut-e on recruitment and GDPR. The forthcoming General Data Protection Regulation (GDPR) is not just an issue for legal and IT teams; recruiters need to understand where it applies – and where it doesn’t – and act accordingly.

David Barrett on "The Dawn of E-Headhunting"

The dawn of e-headhunting

HRHQ - 15th February 2018, Ireland

Intelligent personal assistants, such as Amazon Echo, provide relevant answers to specific questions.

Soon, recruiters will have their own ‘intelligent assistants’ which will use predictive algorithms to trawl through ‘reactive’ and ‘non-reactive’ data to provide manageable and meaningful information about job candidates.

How to achieve diversity through fair assessment

HR zone - 7th February 2018, UK

Aspiring to achieve a diverse workforce, which reflects the diversity of the population, is a worthy goal. However, positively discriminating by recruiting individuals from selected groups to achieve diversity targets is illegal and unfair. Instead, today’s employers should aim to attract a diverse range of applicants and ensure that every person has an equal chance to do their best in the selection process.

Hannah Crawley: Graduates need an escape from traditional assessment

HR review - 7th February 2018, UK

At Nationwide, we’ve enhanced our graduate selection process to help us recruit 65 graduates each year, from 3,000 applicants, who can hit the ground running, work effectively in teams and become our future leaders. We’ve introduced new screening tests and a redesigned assessment centre which includes an innovative ‘escape room’ challenge that assesses relevant competencies and behaviours. Our new selection process is engaging and scientifically-robust – and it has already proved successful.

Suzanne Courtney, MD of cut-e UK, in HR Zone: Four ways to ensure you're being inclusive

Talent attraction: four ways to ensure you’re being inclusive

HR zone - 29th January 2018, UK

To improve diversity, every organisation needs a fair selection process, in which every applicant has an equal chance to do their best. However, if you want to take a more strategic approach to diversity and inclusion, you’ll need to start way before the selection stage, with talent planning and attraction.

David Barrett in Personnel Today: Can you predict which candidates will be the most engaged employees?

Can you predict which candidates will be the most engaged employees?

Personnel Today - 24th January 2018, UK

Employers can now assess and hire those job candidates who are most likely to be engaged – a vital area for employers trying hard to maintain employee motivation and productivity, writes David Barrett. 

cut-e and Nationwide unlock applicant's talent with 'escape room' challenge

Nationwide unlocks applicant's talent with ‘escape room’ challenge

Recruiter Magazine - 19th January 2018, UK

The escape room format, designed to identify core behaviours such as the ability to collaborate with others and display creative thinking, is being rolled out for the Society’s emerging talent applicants, including graduates and apprentices, working with Nationwide’s own occupational psychologists and those of its assessment partner cut-e.

Protect your Organisation from Dark Triad job candidates

HRHQ - 12th January 2018, Ireland

Three specific personality traits – Machiavellianism, narcissism and psychopathy – combine to form what’s known as the Dark Triad. Each of us has elements of these traits in our personality but HR teams should guard against job candidates who have high levels of all three traits. Those candidates may seem perfectly suited to the role but actually they’re more likely to engage in deviant or counterproductive behaviour.

Recruitment practices must change to protect the personal data of job candidates

HRHQ - 12th January 2018, Ireland

cut-e recommends that employers take proactive steps to: review their data collection processes to ensure that the purpose of the data is clear and legally compatible; enhance their internal data processing activities, to ensure personal data is processed lawfully and transparently; review their data transfer practices with subcontractors and service providers; understand how they can use aspects such as data encryption and the automated profiling of individuals for talent analytics purposes; introduce new data documentation measures for auditing, monitoring and evaluation, and design training programmes and resources to ensure employee compliance.

Could an ‘intelligent assistant’ help you hire the best candidate?

Personnel Today - 10th January 2018, UK

We now have more insights at our fingertips than ever to find the perfect candidate. Predictive algorithms can trawl through masses of data and examine multiple variables to provide detailed and specific insights on candidates that human recruiters might overlook.


Why your Finance Director should care about assessment

HR Director - 23rd December 2017, UK

Employee assessment has traditionally been an HR issue. Finance Directors have paid it scant attention, apart from possibly reviewing a cost-benefit case prepared by recruiters and sanctioning the spend. But now there’s a very pressing reason why financial controllers – and other senior managers – should pay much greater attention to assessment.

Reduce accidents by testing the disposition of your drivers

onrec - 14th December 2017, UK

Anyone who drives for a living - whether it’s a train, tram, lorry, bus, coach, ferry, motorboat, taxi, limousine, community vehicle or delivery van - has a fundamental responsibility for the safety of their passengers or cargo and their vehicles. Recruiters can now predict whether candidates for driving jobs are likely to be safe and vigilant in the role, says Richard Justenhoven.

Five signs of successful volume recruitment

The Global Recruiter - 13th December 2017, UK

Volume recruitment is typically undertaken when large numbers of customer-facing sales, service and support roles need to be filled. Frontline roles of this nature are critical for business success, as these individuals will personify your brand for customers. Five clues will help you judge the effectiveness of your volume recruitment, says Suzanne Courtney.

Four lessons from recruitment for mobile HR

HR zone - 11th December 2017, UK

Mobile-optimised HR processes offer a new way to capture, make sense of and utilise a wealth of data on your employees. The insights from this data can not only help you to make better talent decisions and respond quicker and more effectively to the needs of your employees, they can also help your organisation to become more agile, more responsive and more attractive to top talent.

Assess for Success in Expat Assignments

HRHQ - 24th November 2017, Ireland

International assignments provide cross-cultural experience for individuals and they help employers to improve their global coordination, cascade knowledge, introduce consistent processes and share expertise. The most important factor for success is choosing the right people for the roles. Unsettled employees won’t perform to their full potential, so you’ll achieve few of the benefits but you’ll pay all of the costs.

Dr. Achim Preuss, co-founder and Chief Technology Officer at assessment specialist cut-e, an Aon company, published his article in the HR Echo.

Talent spotting

HR Echo - 20th November 2017, UAE

Today's assessments enable organisations to differentiate themselves, raise their brand awareness and provide an immersive candidate experience. Read here how today's major employers are addressing their key talent management and assessment challenges. Contributor Dr. Achim Preuss, co-founder and Chief Technology Officer at assessment specialist cut-e, an Aon company. You can find the article on page 23-33 of the document.

Stop Dark Triad overlords destroying your business

Stop Dark Triad overlords destroying your business

HR Director - 17th November 2017, UK

Tempted by the dark side? Job candidates with ‘Dark Triad’ personality traits may seem perfect for the role, but if you let them fool you, they’ll rule you. Contributor Espen Skorstad, Chief Commercial Officer for Europe at international talent measurement and assessment specialist cut-e, an Aon company.

Leadership teams: Formula for success

TD Magazine - 16th November 2017, Ireland

Did you know there is an ideal number of people in effective teams? The effectiveness of any team can now be reliably assessed and improved, says Dr Achim Preuss, who presents a formula for success.

Is testing candidates before they apply the future of recruitment?

Personnel Today - 15th November 2017, UK

Suzanne Courtney, UK Managing Director of cut-e, gave some insights for Personnel Today’s feature on when to use psychometric tests in the recruitment process. Her view is that tests should be used at an early stage in graduate recruitment to assess genuine potential as there is often a lack of proven work experience. Do you agree?

Recruiting side-by-side with robots - David Barrett, CCO at cut-e in HR Headquarters

Recruiting side-by-side with robots

HRHQ - 12th November 2017, Ireland

There’s a growing concern that robots will ‘take over’ jobs in many organisations. However, in recruitment, the likelihood is that humans and robots will work side-by-side in the future – and recruiters should welcome, not fear, this possibility. Read more about this topic in the article by David Barrett, CCO at cut-e.

Seven Steps to Minimise ‘Adverse Impact’ When Hiring - HR Headquarters

Seven steps to minimise ‘adverse impact’ when hiring

HRHQ - 18th October 2017, Ireland

Every applicant should have an equal chance to do their best in your selection process. However, we all have different skills, different values and different preferences. This means that some degree of adverse impact will inevitably exist in every recruitment process. The question is whether it is defendable. Read more about how to minimise 'adverse impact' when hiring in David Barretts article.

Richard Justenhoven from cut-e about how to prevent cheating in online assessment in HR Zone

How to prevent cheating in online assessment

HR zone - 20th September 2017, UK

When online psychometric testing was first introduced in the 1990s, it was estimated that 10% of job applicants attempted to cheat in their tests. That figure has since been greatly reduced as test providers and employers have taken direct measures to counter specific tactics. Read about them in this article.

HR Director - Choosing the right candidate

Choose the right candidates for international postings

HR Director - 18th September 2017, UK

Sending employees to live and work abroad enhances their cross-cultural experience and helps multinational organisations to improve their global coordination. Richard Justenhoven is Product Development Director at international talent measurement and assessment specialist cut-e.

Do the right thing

The Global Recruiter - 15th September 2017, UK

How to avoid adverse impact? Richard Justenhoven, Product Development Director at cut-e, on an approach that protects recruiters from discrimination claims.

It won’t be long before recruiters and robots work in perfect harmony

People Management - 14th September 2017, UK

Humans have always been fascinated with robots, possibly because science fiction foretells that they’ll take over the world. Czech writer Karel Capek planted the seeds of this paranoia when he coined the term ‘robots’ in 1921 to describe artificial people made in a factory. Initially, Capek’s robots willingly serve humans but then they rebel, resulting in the eventual extinction of the human race. So, right from the outset, robots were portrayed as treacherous fiends who would betray our trust.

The Future Of Candidate Assessment: How you will meet your talent needs in 2022 - 14th September 2017,

It’s the year 2022 and Jill is graduating from university in a few months and is just starting to think about her career opportunities. She wasn’t considering your organization, however your artificial recruitment agent, Sam, notices that Jill is graduating soon and identifies her as a prospect.

Achieving Strategic Value from your Employee Data

HRHQ - 4th September 2017, Ireland

Every company has large datasets but relatively few are truly able to convert their big data into smart talent data. Here are three steps that will help you to extract actionable value from your employee data.

How to turn big data into smart data

How to turn big data into smart talent data

HR news - 27th July 2017, UK

Data is an essential strategic resource in organisations. It can help you to understand your market and spot trends, respond better to customers and predict their likely behaviour, develop new products and make considered business decisions.
Richard Justenhoven, Product Director at cut-e explains how organisations can get the best from big data.

The new strategic priority

HRHQ - 24th July 2017, Ireland

Achieving ‘digital competence’ is becoming a strategic priority for almost every organisation. But few companies are really equipped to prosper, says David Barrett, CCO of global assessment specialist cut-e.

Artificial Intelligence: The model for intelligent recruiting?

Recruiter Magazine - 18th July 2017, UK

Artificial Intelligence (AI) is a new trend in the field of psychometric assessment - and it’s something that recruiters should welcome, says Dr Achim Preuss, co-founder and CTO of global assessment specialist cut-e.

How to build a digitally competent workforce

Personnel Today - 7th July 2017, UK

Transitioning from post-industrial skills to digital competence must be a strategic priority for every organisation, says Diego Martinez from cut-e. Today’s most successful organisations are undergoing a transformation from “post-industrial skills” to “digital competence”.

Checking in: the crucial competencies for pilots

onrec - 5th July 2017, UK

Training pilots is expensive. Airlines will invest significant sums in providing intensive study, simulator sessions and flight training to develop their cadets and first officers into captains. Because many people dream of becoming a pilot, there is never a shortage of applicants for these roles.

Mobile Assessment

Bringing mobile assessment into best practice recruitment

HRHQ - 4th July 2017, Ireland

When nearly everyone has a smartphone or a tablet, it makes sense not only to promote your jobs online but to allow candidates to apply via mobile devices. This offers the benefits of speed, convenience and privacy, which are important because job seekers believe they stand a better chance of being considered for a role if they apply as soon as it’s posted.

Growth via acquisition: the secrets of success

onrec - 14th June 2017, UK

The fact that several assessment providers have recently been bought tells us two things: firstly, these companies have a value that goes beyond their assessment portfolio. And, secondly, it is very difficult for a European-based or a US-based assessment provider to become a truly global player without additional help.

New study aims to address pilot selection problems as airline’s step up recruitment campaigns

Paddle Your Own Kanoo - 9th June 2017,

Finding the right flight deck crew isn’t an easy task.  There’s a worldwide shortage of qualified pilots and it’s coming at a time when the demand for air travel is surging.  Airline recruiters then have the uneasy task of making sure the few qualified candidates are suitable for the job.  Recruiting the wrong person could literally lead to disaster.

David Barrett in HRHQ about Six Ways that Technology is Changing Assessment

Six ways that technology is changing assessment

HRHQ - 18th May 2017, Ireland

Employers used to use psychometric assessments to prevent the ‘wrong people’ from being hired (and thus save on recruitment and training costs). But things have changed, thanks to technological innovations. Assessments now enable employers to differentiate themselves, raise their brand awareness, provide an immersive candidate experience – yet still recruit employees who have the capabilities and values to succeed.

How technology is changing the way we recruit

HR news - 4th May 2017, UK

Guest blog by Dr Achim Preuss, co-founder and chief technology officer of assessment specialist cut-e, in which he outlines six areas in which technology is making an impact.

The new ‘golden rules’ of assessment

HR review - 3rd May 2017, UK

The prospectors of the California Gold Rush of 1849 might have a surprising amount to teach today’s recruiters. Using a centuries-old technique, they would find a likely location, submerge their shallow pans into a riverbed and, with luck, they’d unearth gold particles that could be separated from the sand. In the same way, recruiters need to know where to look for talent and how to sift the golden nuggets from the sediment.

Dr Achim Preuss on how to increase the effectiveness of management teams

How to increase the effectiveness and productivity of leadership team meetings

Management Issues - 25th April 2017, UK

A six-step action plan can not only make leadership team meetings more collaborative, beneficial and engaging, they'll also help the business to make better decisions, increase performance and achieve its goals, says Dr Achim Preuss.

Three graduate assessment tech trends

AGR Magazine - 19th April 2017, UK

Three developments in graduate assessment will make recruiters' lives easier, says Dr Achim Preuss, co-founder and chief technology officer of international talent measurement and assessment specialist cut-e.

HRHQ on personality testing

What recruiters need to know about personality testing

HRHQ - 7th April 2017, Ireland

Personality testing has become more and more important part of the selection process in many organisations. Combining ability tests and personality questionnaires enables recruiters to gain a greater insight into each candidate and make better selection decisions. But there are much more advantages of personality assessment.

Five steps to create greater value from your apprenticeship programme

AGR Magazine - 1st April 2017, UK

Taking insights from the UK’s largest apprentice employers, Howard Grosvenor explains how to create an apprenticeship programme that will recruit and develop enthusiastic and committed young people who will reward you with productivity, engagement and loyalty.

Big data in predictive analytics

Three key benefits of data integration

HRHQ - 21st February 2017, Ireland

Recruitment generates a mass of information. Selection decisions are often based on a candidate’s experience, qualifications, aptitude and personality assessment results and their performance in video. Somehow all of the resultant data about your candidates has to be collected, processed, organised and presented – at the right time and in the right format – to help you decide who will perform best in the role. ‘Integration’ is the underlying process which not only connects your different systems, so they can work together and applicant details can move seamlessly between them, it gathers all the decision-relevant information about your candidates into one place, in a way that’s highly automated.

cut-e HR Trends

Top-performer profiling cutting costs, time to fill

Shortlist - 10th February 2017, Australia

Profiling top performers and assessing candidates for key personality traits much earlier in the recruitment process is slashing employers' time to all, a psychometrics specialist has found. In a validity study with Swiss company Localsearch, online assessments provider cut-e found the best sales performers exhibited different personality traits to low performers.

cut-e offers online assessment for the aviation industry

Airline recruitment trends and challenges and how recruiters are responding

HR Director - 23rd January 2017, UK

Job seekers are attracted to airlines because of their strong brands, the training they provide and the international career opportunities they offer. However, there are four clear characteristics that make airline recruitment unusually challenging, particularly when you’re recruiting flight professionals. David Barrett explains the key challenges facing airline recruiters – and how to overcome them.

HRHQ: Personality traits can ‘predict’ who will succeed in your organisation

Personality traits can ‘predict’ who will succeed in your organisation

HRHQ - 17th January 2017, Ireland

Top performers in sales roles can sell over 10 times more than low performers, according to a new study. But what makes a top sales performer and can recruiters really identify which applicants are more. One of the most exciting developments in talent management is the use of predictive talent analytics, as these can help you make better talent decisions. David Barrett explains how predictive talent analytics can help HR teams to make better talent decisions.

Article in Personnel Today: Three ways data integration can boost the value of your hiring systems

Three ways data integration can boost the value of your hiring systems

Personnel Today - 17th January 2017, UK

Three important benefits can be achieved by integrating your recruitment, HR and talent systems, and allowing data to flow between them, says Dr Achim Preuss, co-founder of business psychology company.

'Pressure key motivator for expats' study finds

Relocate Global - 13th January 2017, USA

Assessment-solutions company, cut-e, has released a report to help employers and HR managers determine ‘success factors’ for expats on international assignments. A report aimed at identifying the personal characteristics that make for a successful overseas assignee has been published by US assessment specialist company, cut-e. Aimed at helping global companies choose the best people for international assignments, the report – Predicting Who Will be a Successful Expatriate – analyses research from 35 organisations involving assessments from managers, staff and expats themselves.

Personality assessments open the doors to smarter hiring

People Management - 12th January 2017, UK

Today’s tests move far beyond Myers-Briggs, helping employers to identify candidates with the right traits to cope with on-the-job challenges, writes Dr Katharina Lochner from cut-e. Whereas an ‘ability’ test – such as a verbal, numerical or logical reasoning test – will show whether a candidate is capable of performing well in a role, a personality questionnaire will reveal how they’re likely to perform. By combining these assessments, recruiters can gain a greater insight into each applicant, enabling them to make a more informed selection decision. But the advantages of personality testing go far beyond this.

Prevent cheating in assessments with a ‘psychometric fingerprint’

HRHQ - 14th December 2016, Ireland

The way we process information and respond in assessment tests is as individual as the ridges on our fingertips. We know this because thousands of 'data points' are available when someone completes an assessment.

Selecting 'employees of the future' at O2

HR zone - 21st November 2016, UK

To combat the competitive challenge of online shopping, ‘bricks-and-mortar’ retailers are having to adapt, by enhancing their in-store service and providing a personalised and compelling customer experience. Recognising this trend, O2 has created two new ‘stores of the future’ in London and Manchester.

How to avoid bias and adverse impact in recruitment

HRHQ - 15th November 2016, Ireland

Employers are not allowed to apply any requirement or condition that disadvantages job candidates or makes them ineligible for a role, without a justifiable reason. Otherwise it constitutes discrimina. That’s why today’s recruiters are taking practical steps to implement a fair selection process, which gives every applicant an equal chance of success. David Barrett, CCO of cut-e, explains how to make your recruitment process fair for everyone.

Analysing the potential of psychometric fingerprints

HR zone - 10th November 2016, UK

Forensic scientists have been scouring crime scenes since the late 19th century, for one very good reason: our fingerprints are unique. They mark us out and make us identifiable. Psychologists have now discovered that the way we process information and respond in assessment tests is as individual as the ridges on our fingertips. This makes it possible to create a ‘psychometric fingerprint’ of your candidates. Unlike a digital footprint, which is a record of the ‘trail’ you leave online, a psychometric fingerprint is the information that candidates reveal about themselves when they complete an assessment.

9 guidelines for a fair selection process that encourages diversity

Human Resources - 9th November 2016, UK

In a new checklist, cut-e has put together 35 guidelines for introducing fair recruitment practices which promote diversity and inclusion, of which we’ve compiled nine below. The document provides advice on conducting an objective job analysis; preparing a fair job description; defining job-related selection criteria; creating non-discriminatory job advertisements; running consistent job interviews and assessment centres, and communicating with candidates.

Predicting who will be a successful pilot

onrec - 1st November 2016, UK

Pilot Chesley Sullenberger was hailed as a national hero in the United States when he landed his stricken plane on the Hudson River in 2009, saving the lives of all passengers and crew. A new report from cut-e, based on a series of studies, empirical findings and theoretical considerations, claims it’s now possible to predict which candidates will make safe and successful pilots. The report identifies the specific abilities, competencies and personality characteristics that pilots need, to master the various tasks and challenges they’ll face in the role. This means that psychometric tests can now be used at an early stage of the recruitment process, to assess for these attributes and to filter out unsuitable applicants.

Article: Ten innovations show the cutting edge of assessment

Howard Grosvenor: Ten innovations show the cutting edge of assessment

HR review - 24th October 2016, UK

There is an increasing demand for assessments that are more distinctive, appealing and effective. This is triggering greater innovation in the assessment industry.With technology offering new possibilities, now is an exciting time for recruiters. Here are ten cutting edge innovations that can help you make bolder use of assessment to achieve your goals:

Article in Personnel Today: Eight ways to make sure diversity initiatives are fair

Eight ways to ensure diversity initiatives are fair

Personnel Today - 17th October 2016, UK

After a BBC radio presenter claimed he was sacked for being a white man, is positive discrimination a fair solution to employers’ diversity issues? Dr Achim Preuss looks at eight ways organisations can ensure their selection processes are fair to everyone.

Five Steps to Successful Christmas Recruitment

Five steps to successful Christmas recruitment

HRHQ - 12th October 2016, Ireland

In the run-up to Christmas, the retail and hospitality sectors will be recruiting additional staff to cope with the increased seasonal demand in high street shops, department stores, supermarkets, hot. There will be no shortage of applicants. Almost everyone is eligible for these seasonal roles, so how can you be sure that you’ll recruit the right people?

Another BBC diversity row: white paper says key to diversity is fair testing, not ethnic recruitment

HR news - 6th October 2016, UK

Diversity and the problems created by positive discrimination at the BBC have again been thrown into the spotlight after Jon Holmes, a BBC presenter, claimed that he was sacked for being a white man. Rather than positively discriminating to recruit a diverse workforce, which creates headlines and bad press, the onus should be on recruiters to implement measures that are fair and which focus on someone’s ability to do the job, say international talent measurement and assessment specialist cut-e.

Six recruitment challenges that retailers must conquer

Six recruitment challenges that retails must conquer

HR zone - 4th October 2016, UK

Job seekers have always been attracted to the retail industry because it offers opportunities, variety and flexible working. However, recruiting and retaining the right staff is often tougher in retail than in other sectors because the industry has its own particular characteristics. David Barrett talks about the six specific challenges that make retail recruitment so demanding.

How to achieve diversity through merit-based hiring

HR zone - 10th August 2016, UK

Employers worldwide are recognising that to grow their businesses and address the challenges and opportunities they face, they need to be diverse and inclusive. This is not just to fulfil legal compliance or their moral obligation. There are sound commercial reasons why today’s workplaces should reflect the diversity of the population.

Article Personnel Today Gamification in recruitment

Gamification in recruitment: psychometric selection for more diverse talent

Personnel Today - 1st August 2016, UK

As companies endeavour to attract candidates with the right skills, Cath Everett looks at how gamification is helping recruiters select from a more diverse pool of talent. Many Companies that have, in the past, pursued an exclusively graduate recruitment policy are now starting to look at school leavers. Others are adopting a more proactive approach to attracting candidates from more diverse communities.

Game-changing recruitment

onrec - 14th July 2016, UK

Are you looking to combine gamification and assessment? David Barrett offers seven tips for creating a distinctive gamified assessment. For decades, employers have used online psychometric assessments to identify the most appropriate candidates in their applicant pool. Now, some recruiters are turning to gamification in a bid to differentiate themselves, raise brand awareness and provide a more immersive candidate experience.

HRHQ ten trends in Assessment

Ten trends in assessment that you should know about

HRHQ - 21st June 2016, Ireland

Our new report shows that 67% of Irish companies now use online assessments to select, onboard and develop all levels of staff. But assessment isn't standing still. New developments continually occur and anyone working in the talent space needs to know which of these will help them to enhance their effectiveness and make better informed decisions.

How a Realistic Job Preview will help recruit the right people

Recruitment Buzz - 21st June 2016, UK

Today’s job candidates want to know more about the culture and values of your organisation and whether the roles that you have available are right for them. They’re thirsty for information about what’s on offer because making applications can be time-consuming. It’s a major frustration for candidates to invest time and effort on a lengthy application, only to find later on in the selection process that the available role is very different to what they thought it would be.

GoalMind by cut-e

Bosses urged to allow time off so staff can watch Euro 2016 football matches

HRHQ - 8th June 2016, Ireland

UK conciliation service Acas launched new guidance to help business leaders prepare for potential issues and avoid workers being given a “red card” for sloping off to catch games during the tournament, which starts on June 10.

HR News on GoalMind by cut-e

When HR plays referee – how good are you?

HR news - 2nd June 2016, UK

HR is often called to resolve disputes between line managers and staff, so ahead of the forthcoming UEFA European Championship, assessment company cut-e has created a free ‘gamified assessment’ for HR. Called the GoalMind challenge, it tests decision making and provides an example of how gamified assessments can be used in recruitment.

the changing role of assessment

What you need to know about the changing role of assessment

changeboard - 1st June 2016, UK

An international study of psychometric assessment that we conducted across 14 countries reveals that HR, recruitment and talent practitioners in 52% of organisations are now using online assessments. What’s interesting is that our study highlights that the role that assessment plays in organisations has changed dramatically.

Article published 3 March 2015 on HRzone: Dr Achim Preuss - cut-e Group: Should you offer your assessments on mobile devices?

Should you offer your assessments on mobile devices?

HR zone - 3rd May 2016, UK

If you use psychometric assessments to recruit or develop your staff, you’ll no doubt be wondering whether you should offer your tests on mobile devices. The answer will depend on two questions: will your candidates want to complete assessments via their mobile devices? And will your assessments work effectively in a mobile environment?

Bank of Ireland launches Talent Rising

The Herald - 21st April 2016, Ireland

Bank of Ireland, in partnership with cut-e, launched Talent Rising, a national programme aimed at delivering high-impact solutions for economic and social challenges faced in Ireland. This programme creates an opportunity for 12 high-performing, early career individuals, to collaborate and create tangible solutions to help address issues of national importance.

cut-e in HRreview

The changing value of assessment

HR review - 15th April 2016, UK

Psychometric assessments are adding new value to HR effectiveness, according to cut-e’s latest global benchmark study. We found that 52 percent of organisations worldwide now use online assessment, predominantly when hiring and on-boarding staff but also to identify their learning and development needs. HR teams are also increasingly using the data provided by assessments to make better talent decisions.

cut-e in Hunt Scanlon Media

Leadership assessment coming soon to an iPhone near you

Hunt Scanlon Media - 14th April 2016, UK

There’s a new twist coming to talent assessment – a service pioneered and largely perfected by executive search firm Egon Zehnder decades ago in Europe. What’s on the way is likely to shake up the well-established ‘evaluations’ business popularized by Zehnder and its headhunting rivals and could set off a new wave of competition in the increasingly expansive leadership solutions sector.

cut-e in Human Resources Headquarters

How can psychometric assessment enable development and training of talent?

HRHQ - 11th April 2016, Ireland

In this article David Barrett, Chief Commercial Officer of global assessment specialist cut-e, looks at some of the key industry trends and explains how talent managers can harness assessments to get the most out of their people.

Article in HR Magazine: Confidence in psychometric assessment rises

Confidence in psychometric assessments rises

HR magazine - 7th April 2016, UK

The largest rise in the use of psychometric testing has been for employee development activities. Confidence in psychometric testing is continuing to rise globally, fuelled by growth in developing markets, according to a study by international assessment specialist cut-e. The Global Assessment Barometer asked 2,776 HR, recruitment and talent practitioners across 14 countries for their views.

HR's quest to predict success and get meaningful talent data fuels growth in online assessment

PR Newswire - 6th April 2016, USA

HR and recruitment teams around the world are increasingly using online assessments to predict which candidates will be successful in the role and to enhance their talent strategy with assessment anal. The Global Assessment Barometer 2016 report provides a snapshot of the key issues and trends in psychometric assessment.

Mobile control: Candidate expectations are driving new assessment techniques, David Barrett, cut-e Ireland

Mobile control: candidate expectations are driving new assessment techniques

The Global Recruiter - 18th March 2016, UK

Candidate expectations are driving mobile assessment and pre-application testing, says David Barrett, CCO cut-e Group. Today’s talented candidates are increasingly using their mobile devices not only. It’s no secret that if you want to recruit the best people, you need a mobile hiring strategy.

Article "Siemens puts teen mobile talent assessments to the test", published on Diginomica, March 16, 2016

Siemens puts teen mobile talent assessments to the test

Diginomica - 16th March 2016, USA

Siemens offers around 120 different apprentice programs – a variety that can be overwhelming for applicants who may have little insight into their strengths. So how does a potential applicant know to which programme he or she is best suited? To help this choice, cut-e developed the job navigator tool Jona™ for Siemens comprising a series of tests and assessments.

Selecting apprentices: lessons we can learn from Germany

Personnel Today - 14th March 2016, UK

As National Apprenticeship Week begins, Howard Grosvenor, Chartered Occupational Psychologist and Director of Professional Services for international assessment specialist cut-e, looks at how German companies are selecting apprentices by supporting candidates to identify and apply for the right programme.

Article in HR review: Achim Preuss: Mobile assessment – make it fair for everyone

Achim Preuss: Mobile assessment – make it fair for everyone

HR review - 2nd February 2016, UK

If you were asked to complete an online assessment test, would you take it via your computer, your tablet or your smartphone? The answer for most people would be the computer. But with the exciting prospect of mobile assessment, this could be about to change. In today’s organisations, there’s a clamour to make everything accessible via mobile devices. Recruitment is no exception.

Corporate scandals: how HR can help avoid them, Dr Achim Preuss, cut-e Group

Corporate scandals: how HR can help avoid them

HR zone - 18th December 2015, UK

The diesel emissions scandal that’s rocking the automotive world is the latest reminder of the damage that can be done to corporate reputations – by unscrupulous individuals and rogue teams in any org The key question for HR is: can this behaviour be prevented? Dr Achim Preuss provides answers about how integrity testing can and should be used.

HR interventions with impact: How a retailer gained €12.3m through better recruiting

OrgVue - 27th May 2015, UK

HR Interventions with Impact: How a retailer gained €12.3m through better recruiting First up is consumer electronics retailer Elkjøp and its recruitment advisor, a recruitment analytics firm called cut-e (now Aon). - Gamification: The future of talent profiling

Gamification: The future of talent profiling

my - 22nd March 2014, UK
Gamification: The future of talent profiling. However, the advent of social media created an issue not many saw coming. Quick and easy online sharing and posting of information from these psychometric tests by people who had access to them, amplified issues faced by tool providers who were generally behind in technology and substance.

Dark matter in the business world – The importance of the stuff we don’t see

MDI - 21st October 2013, UK

Howard Grosvenor, Director of Professional Services at cut-e UK writes about what important information is missing when just looking at the successful. How can a good look at unsuccessfulness, the dark matter, help companies make better selection decisions?

cut-e article CEO Today

Improve your HR decisions with online psychometric assessment

CEO Today - 1st January 2010,

It is hard to differentiate between the ‘good’, the ‘bad’ and the ‘ugly’ among the myriad of recruitment and selection services and tools and instruments offered today. Andreas Lohff, Founder and Director of the cut-e Group and now CEO of Aon’s Assessment Solutions, explains where online psychometrics can add the most value and how to avoid instrument selection pitfalls.

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