Reference Olympus

Swiss Bank Credit Suisse receives many applications for the range of vacancies it promotes – from trainees to senior managers, and utilises a number of cut-e’s online assessment procedures to identify the very best applicants efficiently, and reliably.

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.

With world-renowned brands including Nivea and Eucerin and a strong employer
brand, Beiersdorf has little difficulty in attracting young talent. The company has
developed a wide-ranging talent strategy for young people — from apprentices and
students through to interns, working students and trainees.

Game-based assessments for more engaging recruitment - a refreshing experience for candidates

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 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.

The challenger: designing a common online application process

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

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.

Parks and Resorts Academy - a world class experience

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

Internals First - An approach to cultivate the internal labor market

Driving Productivity Through Assessment & Selection

Generali is a multinational insurance group with approximately 71,000 employees working in over 60 countries. On the German market it is the second largest primary insurance group. The German sales team is responsible for a wide range of products from a diverse selection of insurance and prevention sectors. Selecting strong salespeople is crucial.

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

An innovative way to support employability skills in student recruitment

The Rochus and Beatrice Mummert Foundation, set up by the Robert Bosch
Foundation. Its aim is to support and develop Eastern European managers as they complete their Masters degree. It looks to develop ‘excellent’ managers who can then play a key role in making their organisations forward-thinking and competitive. This, in turn, contributes to the economic health and stability of their home countries and supports the political security of Eastern Europe.

The challenge: ‘going mobile’ to keep pace with the changes in applicants’ technology behaviour

Integration partners and systems

The VDI sought to deploy a management assessment not only to ensure that the
management guidelines of the organisation are applied and that a two-way feedback culture is reinforced, but also to further develop the organisation itself. The VDI alsosaw that such assessment also provides managers self-insight which in turn supports their own development.

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

After a fundamental restructuring of its top management tier, the HR director of Azelis Group recognised the need for a comprehensive Management Audit of the entire management team. With almost 30 locations across the world, Azelis ranks among the top distributors within the chemical industry.

After reviewing and standardising its corporate values and competencies throughout its operations, Belden needed to restructure its existing international recruitment to align. This comprised of the recruitment process itself as well as online assessments.

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.

The challenge: feedback process to define management profiles and integrate values and an open feedback culture

Achieving process efficiency, quality of hire and return on investment when recruiting cabin crew, pilots and graduates at easyJet.

Assessing and identifying future sales managers at Nefab

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

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

Know thyself: Leadership feedback as a development tool

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

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

The use of online assessment in selection at Credit Suisse

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

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

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.