Căutare referințe cut-e

Nu avem un profil al clientului "tipic". cut-e furnizează soluții psihometrice online pentru diverse sectoare industriale și instituții publice din întreaga lume. Printre clienții noștri se regăsesc atât companii din Top 100, precum și companii mici și mijlocii. 

căutător de referință

căutător de referință

Rezultatele căutării

  • Logo Allianz
Documente
  • Case study:
    Allianz
    2014
    Allianz
    Attractive and efficient sales selection
    The challenge: selecting sales staff from a large pool of applicants

Reference Allianz

Collaboration with cut-e really has been a complete success! With the new online assessment we are achieving an even better understanding of candidates’ sales aptitude and likely success in the Allianz cooporation.Alexandra Thiel, Head of Recruitment at Allianz Sales Personnel Development

Soluție:
  • Îmbunătățirea performanței de vânzări
  • Selecție și decizii de angajare
  • Specificarea cerințelor de locuri de muncă
  • Technical Integration
Detaliile proiectului:

In Germany: Online Assessment including Situational Judgement Questionnaires for the selection of sales representatives

 

In Switzerland: Online Assessments for pre-selection of Trainees

Client in:
Germany, Switzerland
Industria:
Asigurări & Servicii financiare
  • Case study:
    Allianz
    2014
    Allianz
    Attractive and efficient sales selection
    The challenge: selecting sales staff from a large pool of applicants
Documente
by industry
  • Case study:
    Commerzbank
    Commerzbank
    Empowering staff to manage own skill development
    Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
  • Case study:
    Credit Suisse
    2013
    Credit Suisse
    Recruiting the best at Credit Suisse with cut-e
    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.
  • Case study:
    HSH Nordbank
    HSH Nordbank
    Supporting a new leadership culture through feedback
    HSH Nordbank positions itself as a ‘bank for entrepreneurs’ and targets its services at the owner-run businesses in Germany. Across the banking industry, department heads are exposed to a range of ever-increasing demands.
  • Reference letter:
    SkoFIN
    2013
    SkoFIN
    Letter of reference in Czech
  • Case study:
    Sparkasse Nürnberg
    2015
    Sparkasse Nürnberg
    Assessment of managerial behaviour
    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.
  • Case study:
    Transcom
    2016
    Transcom
    Presentation from The Global Retail and Hospitality Talent Summit
    Should I stay or should I go? - Increasing the profitability at Transcom by focusing on retention in the selection of call centre workers
  • Case study:
    Commerzbank
    2012
    Commerzbank
    Presentation from cut-e networking event
    Integrated talent management at Commerzbank: tailored online solution for systematic succession planning
  • Case study:
    Credit Suisse
    2010
    Credit Suisse
    Presentation from cut-e networking event
    The use of online assessment in selection at Credit Suisse
  • Case study:
    Credit Suisse
    2015
    Credit Suisse
    Presentation from cut-e networking event
    Internals First - An approach to cultivate the internal labor market
  • Case study:
    R+V
    2013
    R+V
    Reshaping apprentice selection with customised online tests
    R+V upgrades the selection process for apprentices and trainees from traditional paper and pencil tests to pure online assessment.
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Identifying better sales professionals for secure payment provider
    This case study outlines how a global secure payment provider is now able to identify those sales applicants who will generate up to nine times more profit from sales revenue than the low performers from analysing and optimising its selection process.
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Faster access to better assessment information
    The challenge: managing and assessing fairly high volumes of applications
  • Case study:
    DNB
    2012
    DNB
    Presentation cut-e from cut-e networking event
    The DNB experience - identifying graduate potential
  • Case study:
    Volksfuersorge Generali
    2013
    Volksfuersorge Generali
    Presentation, cut-e networking event
    Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali
  • Case study:
    Volksführsorge Generali
    2015
    Volksführsorge Generali
    Made-to-measure sales assessment at Volksfürsorge
    Volksfürsorge has 300 regional offices across Germany and they serve as regional contact points for clients and sales personnel. With such a decentralised organisation, consistency in the professional selection of sales staff was difficult maintain and so Volksfürsorge decided to standardise this process. This meant that any instrument used, would have to be implemented locally but in an efficient and user-friendly manner.
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Improving Sales Manager Selection for a secure payment provider
    This case study outlines how a global secure payment provider faced the challenge of needing to predict those sales managers who are likely to lead high performing sales teams.
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Presentation from cut-e networking event
    Optimized use of online assessments via the integration with an ATS
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    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?
  • Case study:
    Crédit Agricole
    2013
    Crédit Agricole
    enhances graduate recruitment
    Crédit Agricole has adopted a range of cut-e aptitude tests to improve the hiring of trainees, apprentices and young graduates.
by solution
  • Press release:
    Morgan Advanced
    2014
    Morgan Advanced
    Irish Psychometric Assessment Company Continues Impressive Growth
  • Case study:
    Commerzbank
    Commerzbank
    Empowering staff to manage own skill development
    Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
  • Case study:
    Elkjøp
    2014
    Elkjøp
    Recruitment process for sales personnel
    This case study presents how Elkjøp Nordic is now able to pick candidates with the highest sales potential by redesigning their recruitment process.
  • Case study:
    Dell
    Dell
    Improving sales competence at Dell
    Working together, Dell and cut-e create an assessment and interview process to predict professional and profitable sales behaviour.
  • Case study:
    Azelis
    Azelis
    Understanding management capability through audit
    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.
  • Case study:
    Credit Suisse
    2013
    Credit Suisse
    Recruiting the best at Credit Suisse with cut-e
    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.
  • Case study:
    Siemens
    2015
    Siemens
    Going mobile: Siemens supports school leaver career planning
    The challenge: ‘going mobile’ to keep pace with the changes in applicants’ technology behaviour
  • Case study:
    STILL
    2012
    STILL
    Presentation from cut-e networking event
    The STILL 360 story: personal leadership feedback as an key-element in modern leadership processes
  • Case study:
    Musgrave
    2012
    Musgrave
    Presentation from cut-e networking event
    Intelligent graduate assessment design engaging the business and candidates through context-relevant exercises
  • Case study:
    O2 Telefonica
    2013
    O2 Telefonica
    Presentation from cut-e networking event
    Large-scale graduate recruitment across Europe to build a Telefonica fit for the future.
  • Case study:
    Electricity Supply Board
    2010
    Electricity Supply Board
    Presentation from cut-e networking event
    Securing the future engineering needs of ESB: the selection and education of apprentices to attain professional engineer qualifications
  • Case study:
    Vodafone Romania
    Vodafone Romania
    Vodafone drives change with 360 degree feedback
    Vodafone Romania needed to align to the Vodafone Group talent management strategy and chose cut-e as the provider to support in a 360° feedback process with over 5000 raters.
  • Reference letter:
    ISG personal management
    2003
    ISG personal management
    Letter of reference in Czech
  • Reference letter:
    PeopleGate s.r.o.
    2013
    PeopleGate s.r.o.
    Letter of reference in Czech
  • Case study:
    Luxottica
    2014/2015
    Luxottica
    This topic was presented at cut-e Singapore Talent Conference 2014 and at the cut-e networking event 2015
    Future of Talent Diagnostics - Presentation held by Scott Schroeder, Director Talent Acquisition Luxottica Retail ANZ
  • Case study:
    Olympus
    2015
    Olympus
    Identifying and selecting sales competence
    The challenge: designing an online assessment process which meets Olympus requirements
  • Case study:
    Burger King
    2015
    Burger King
    Selecting future leaders to realise strategy
    The challenge: selecting leaders ready to take the bold decisions of the future.
  • Case study:
    Dubai Duty Free
    2015
    Dubai Duty Free
    Delivering rapid growth at Dubai Duty Free
    The challenge: how to manage intense recruitment phases, recruiting in other countries, lack of consistency, and paper-based CVs.
  • Case study:
    Sunglass Hut
    2015
    Sunglass Hut
    Improved sales through better candidates
    Sunglass Hut in Australia sought to develop a pre-application profiling assessment to identify better quality candidates faster and to streamline its recruitment process.
  • Case study:
    easyJet
    2015
    easyJet
    Presentation from Aviation Summit 2015
    Recruiting cabin crew, pilots and graduates at easyJet.
  • Case study:
    Etihad
    2015
    Etihad
    Presentation from Aviation Summit 2015
    Talent Acquisition: From Good to Great
  • Case study:
    flydubai
    2015
    flydubai
    Presentation from Aviation Summit 2015
    The future of intelligent talent sourcing, assessment and matching systems.
  • Case study:
    Parks and Resorts
    2016
    Parks and Resorts
    Presentation from The Global Retail and Hospitality Talent Summit
    Parks and Resorts Academy - a world class experience
  • Case study:
    Transcom
    2016
    Transcom
    Presentation from The Global Retail and Hospitality Talent Summit
    Should I stay or should I go? - Increasing the profitability at Transcom by focusing on retention in the selection of call centre workers
  • Reference letter:
    STILL Czech
    2013
    STILL Czech
    Letter of Reference in Czech
  • Press release:
    Burger King
    2014
    Burger King
    cut-e and Ray Human Capital help Burger King to identify and select its young talent
  • Case study:
    Dell
    2012
    Dell
    Presentation from cut-e networking event
    Creating a Europe wide online assessment and interview process that predicts professional and profitable sales behaviour
  • Case study:
    Commerzbank
    2012
    Commerzbank
    Presentation from cut-e networking event
    Integrated talent management at Commerzbank: tailored online solution for systematic succession planning
  • Case study:
    Credit Suisse
    2010
    Credit Suisse
    Presentation from cut-e networking event
    The use of online assessment in selection at Credit Suisse
  • Case study:
    Siemens
    2015
    Siemens
    Presentation from cut-e networking event
    Integration partners and systems
  • Case study:
    Dubai Duty Free
    2015
    Dubai Duty Free
    Presentation from cut-e networking event
    Embedding talent systems to support future growth
  • Case study:
    Elkjøp
    2015
    Elkjøp
    Presentation from cut-e networking event
    Recruiting in Elkjøp Nordic
  • Case study:
    Airline
    2015
    Airline
    More efficient, faster and stronger airline recruitment
    The challenge: attracting and assessing high-quality talent fairly across the region
  • Case study:
    easyJet
    2015
    easyJet
    Presentation from Aviation Summit 2015
    Security - Protecting our people, our brand and our current Threats
  • Case study:
    O2 Telefónica
    2016
    O2 Telefónica
    Presentation from The Global Retail and Hospitality Talent Summit
    Making Retail Remarkable
  • Case study:
    Siemens
    2012
    Siemens
    Presentation from cut-e networking event
    The role of Online Assessment in attracting and selecting young potential
  • Case study:
    easyJet
    2014
    easyJet
    Retaining the competitive edge
    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.
  • Case study:
    Credit Suisse
    2015
    Credit Suisse
    Presentation from cut-e networking event
    Internals First - An approach to cultivate the internal labor market
  • Case study:
    Dell
    2015
    Dell
    Presentation from cut-e networking event
    Driving Productivity Through Assessment & Selection
  • Case study:
    Elkjøp in the press
    2015
    Elkjøp in the press
    Article published 27 May 2015 on OrgVue: HR Interventions with Impact: How a retailer gained €12.3m through better recruiting
    Measuring the value of HR inputs and showing results in numbers - shown in case studies. First up is consumer electronics retailer Elkjøp and its recruitment advisor, a recruitment analytics firm called cut-e.
  • Case study:
    Dubai Duty Free
    2016
    Dubai Duty Free
    Presentation from The Global Retail and Hospitality Talent Summit
    Maximising External and Internal Talent Pools
  • Case study:
    Burger King
    2016
    Burger King
    Presentation from The Global Retail and Hospitality Talent Summit
    Talented People - the Key to our Success
  • Case study:
    easyJet
    2013
    easyJet
    Presentation from cut-e networking event
    Achieving process efficiency, quality of hire and return on investment when recruiting cabin crew, pilots and graduates at easyJet.
  • Case study:
    Elkjøp
    2016
    Elkjøp
    Presentation from The Global Retail and Hospitality Talent Summit
    Increasing Sales Productivity through Predictive Analytics
  • Case study:
    easyJet
    2010
    easyJet
    Presentation at cut-e networking event
    Use of external & internal selection systems to predict success in customer-facing staff and managers
  • Case study:
    Meiko
    2015
    Meiko
    Increasing efficiency in apprentice selection with online assessment
    The challenge: to ensure quality and speed up application times with online assessments.
  • Case study:
    Bertelsmann
    2003
    Bertelsmann
    Optimising recruitment to meet business objectives
    The challenge: improving the selection process to meet business requirements
  • Case study:
    Ricoh
    2013
    Ricoh
    Presentation from cut-e networking event
    Using Smart Assessment Technology the Ricoh Way
  • Case study:
    City of Dusseldorf
    City of Dusseldorf
    Selecting apprentices online at Dusseldorf City
    The challenge to those responsible for selection at Dusseldorf City was to create a streamlined and efficient process that not only managed the applications, but provided them with the information about the candidates when they need it.
  • Case study:
    City of Dusseldorf
    City of Dusseldorf
    Cheat-proof tests at Dusseldorf City
    Applicants to Dusseldorf City now apply directly via its application platform before being invited to take part in an online assessment. These initial test processes are carried out by the applicants at home or wherever they choose to access the online assessment. However, with such an approach there are two issues which may be of concern.
  • Case study:
    Norwegian Ministry of Foreign Affairs
    2011
    Norwegian Ministry of Foreign Affairs
    Future Norwegian Ambassadors selected with cut-e
  • Case study:
    R+V
    2013
    R+V
    Reshaping apprentice selection with customised online tests
    R+V upgrades the selection process for apprentices and trainees from traditional paper and pencil tests to pure online assessment.
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Identifying better sales professionals for secure payment provider
    This case study outlines how a global secure payment provider is now able to identify those sales applicants who will generate up to nine times more profit from sales revenue than the low performers from analysing and optimising its selection process.
  • Case study:
    Dortmund Municipal Works AG
    Dortmund Municipal Works AG
    Selecting apprentices with online tests
    The Dortmund Municipal Works AG (DSW21) in Germany is responsible for local public transport in Dortmund and the surrounding areas and is used by 143 million passengers every year.
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Reference letter:
    Toyota Peugeot Citroën Automobile Czech
    2012
    Toyota Peugeot Citroën Automobile Czech
    Letter of reference
  • Case study:
    Norwegian Red Cross
    Norwegian Red Cross
    Selecting Emergency Response Units for the Red Cross
    The Norwegian Red Cross came to us for help. They felt that they could improve the way they selected their Emergency Response Units and wanted some guidance on how to better their selection procedures.
  • Case study:
    Alarga
    Alarga
    Supporting diversity and colour-blind recruitment pro bono
    Being promoters of color-blind recruitment, helping Alarga was a given for us. This year we had the pleasure of organizing and executing the scholarship selection process through an assessment centre.
  • Case study:
    Frankfurt am Main
    2015
    Frankfurt am Main
    Applicant-oriented apprentice selection at Frankfurt City
    Each year, the City of Frankfurt trains around 300 apprentices for administration and commercial roles and 150 apprentices in other departments. This means the team need to be able to understand the qualities of applicants and their suitability for the apprentice programme. Inline with being an attractive city, City of Frankfurt also wanted to be an attractive employer.
  • Case study:
    Rochus Mummert
    2015
    Rochus Mummert
    Selecting European scholarship students
    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.
  • Case study:
    Salzburg AG
    2015
    Salzburg AG
    Identifying talent for the future at Salzburg AG
    The performance programme within Salzburg AG looks to develop those with talent so they take key roles in the future. The challenge is to identify efficiently and fairly the potential of those on the programme and to develop them into these roles.
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Faster access to better assessment information
    The challenge: managing and assessing fairly high volumes of applications
  • Case study:
    Octapharma
    2015
    Octapharma
    Driving change in recruitment at Octapharma
    The challenge: Introducing an objective, informed and timely recruitment process – accepted by the managers
  • Case study:
    Volkswagen
    2015
    Volkswagen
    Identifying great sales people for Volkswagen
    Volkswagen needed to recruite a large number of new car sales people - and to find a way to do this across its operations in different countries in a standardised and consistent way.
  • Case study:
    Zwick/Roell
    Zwick/Roell
    Selecting service technicians internationally
    Zwick/Roell sought to align its recruiting processes across the 56 countries in which it operates, with those of its headquarters in Ulm, Germany. Due in part to the wide range of assessment languages offered by cut-e, Zwick appointed cut-e to help it develop a series of selection assessments.
  • Case study:
    Paul Hartmann
    2015
    Paul Hartmann
    Investing in future generations at HARTMANN
    HARTMANN has always looked internally to grow its talent and to provide careers for its current employees. By increasing the number of apprentices HARTMANN takes on, the company not only secures future talent but also creates employment opportunities in the region. The challenge was to optomising the selection process and to secure the best.
  • Case study:
    Hamburg City
    2015
    Hamburg City
    The Free & Hanseatic City of Hamburg backs innovation in staff selection
    The challenge: widespread use of assessment and needing to ensure quality, and speed of process
  • Case study:
    United Nations
    2003
    United Nations
    Selection in the public sector with the United Nations
    The United Nations recruits staff on a global basis. Applicants have various nationalities, ethnical backgrounds, and professions. To ensure speed and fairness in selection, the hiring assessment needs to take place on location in various countries worldwide, and each year has to cover about 1.500 candidates within one day.
  • Case study:
    DNB
    2012
    DNB
    Presentation cut-e from cut-e networking event
    The DNB experience - identifying graduate potential
  • Case study:
    PUMA
    PUMA
    Optimising graduate recruitment with Online Assessment
    PUMA needed to identify highly qualified and motivated candidates for their international Finance Trainee Programme and chose cut-e to assess the relevant competencies prior final stage assessment.
  • Case study:
    Belden
    Belden
    Setting up a new global selection process
    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.
  • Case study:
    Manpower
    2010
    Manpower
    National level job coaching: getting back to work
    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.
  • Case study:
    Volksfuersorge Generali
    2013
    Volksfuersorge Generali
    Presentation, cut-e networking event
    Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali
  • Case study:
    Tesco
    2013
    Tesco
    Presentation from cut-e networking event
    To centralise or not to centralise – how Tesco is driving best practice in resourcing and selection in a large and complex international business
  • Case study:
    Lufthansa
    Lufthansa
    Selecting the best graduates
    As one of the most attractive and largest employers for university graduates in Germany, Lufthansa is confronted with many employment applications.
  • Case study:
    Deutsche Telekom
    Deutsche Telekom
    Taking responsibility for personal growth through self assessment
    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.
  • Case study:
    Nefab
    2013
    Nefab
    Presentation from cut-e networking event
    Assessing and identifying future sales managers at Nefab
  • Case study:
    Volksführsorge Generali
    2015
    Volksführsorge Generali
    Made-to-measure sales assessment at Volksfürsorge
    Volksfürsorge has 300 regional offices across Germany and they serve as regional contact points for clients and sales personnel. With such a decentralised organisation, consistency in the professional selection of sales staff was difficult maintain and so Volksfürsorge decided to standardise this process. This meant that any instrument used, would have to be implemented locally but in an efficient and user-friendly manner.
  • Case study:
    Deutsche Telekom
    2010
    Deutsche Telekom
    Presentation from cut-e networking event
    Integrating online assessment in the selection process at Deutsche Telekom
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Improving Sales Manager Selection for a secure payment provider
    This case study outlines how a global secure payment provider faced the challenge of needing to predict those sales managers who are likely to lead high performing sales teams.
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Presentation from cut-e networking event
    Optimized use of online assessments via the integration with an ATS
  • Case study:
    Manpower
    2010
    Manpower
    Presentation from cut-e networking event
    Innovative use of assessment by consultancies for corporates
  • Case study:
    Octapharma
    2015
    Octapharma
    Presentation from cut-e networking event
    The recruiter is a time traveler - A new way of recruiting in Octapharma Stockholm
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    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?
  • Case study:
    Crédit Agricole
    2013
    Crédit Agricole
    enhances graduate recruitment
    Crédit Agricole has adopted a range of cut-e aptitude tests to improve the hiring of trainees, apprentices and young graduates.
  • Case study:
    Steinhoff
    2012
    Steinhoff
    Presentation from cut-e networking event
    Predicting high performance Manager an Sales Advisors in a high value retail environment
by country
  • Case study:
    Commerzbank
    Commerzbank
    Empowering staff to manage own skill development
    Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
  • Press release:
    EADS/ Airbus
    2009
    EADS/ Airbus
    Major International Contract for Loughrea, Co Galway Company
    cut-e Group signs €200,000 Contract for Online Selection Assessment Systems with EADS Group - Makers of Airbus and Eurocopter
  • Case study:
    Azelis
    Azelis
    Understanding management capability through audit
    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.
  • Case study:
    Credit Suisse
    2013
    Credit Suisse
    Recruiting the best at Credit Suisse with cut-e
    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.
  • Case study:
    Siemens
    2015
    Siemens
    Going mobile: Siemens supports school leaver career planning
    The challenge: ‘going mobile’ to keep pace with the changes in applicants’ technology behaviour
  • Case study:
    STILL
    2012
    STILL
    Presentation from cut-e networking event
    The STILL 360 story: personal leadership feedback as an key-element in modern leadership processes
  • Case study:
    HSH Nordbank
    HSH Nordbank
    Supporting a new leadership culture through feedback
    HSH Nordbank positions itself as a ‘bank for entrepreneurs’ and targets its services at the owner-run businesses in Germany. Across the banking industry, department heads are exposed to a range of ever-increasing demands.
  • Case study:
    Axel Springer
    2013
    Axel Springer
    Successful launch of a 180° management feedback process
    The challenge: feedback process to define management profiles and integrate values and an open feedback culture
  • Case study:
    VDI
    2015
    VDI
    Online 360 degree feedback to promote organisational values
    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.
  • Case study:
    Sparkasse Nürnberg
    2015
    Sparkasse Nürnberg
    Assessment of managerial behaviour
    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.
  • Case study:
    Olympus
    2015
    Olympus
    Identifying and selecting sales competence
    The challenge: designing an online assessment process which meets Olympus requirements
  • Reference letter:
    STILL Czech
    2013
    STILL Czech
    Letter of Reference in Czech
  • Case study:
    EADS
    EADS
    EADS takes off with cut-e
    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.
  • Case study:
    Axel Springer
    2012
    Axel Springer
    Presentation from cut-e networking event
    Know thyself: Leadership feedback as a development tool
  • Case study:
    Commerzbank
    2012
    Commerzbank
    Presentation from cut-e networking event
    Integrated talent management at Commerzbank: tailored online solution for systematic succession planning
  • Case study:
    Credit Suisse
    2010
    Credit Suisse
    Presentation from cut-e networking event
    The use of online assessment in selection at Credit Suisse
  • Case study:
    Siemens
    2015
    Siemens
    Presentation from cut-e networking event
    Integration partners and systems
  • Case study:
    Siemens
    2012
    Siemens
    Presentation from cut-e networking event
    The role of Online Assessment in attracting and selecting young potential
  • Case study:
    Credit Suisse
    2015
    Credit Suisse
    Presentation from cut-e networking event
    Internals First - An approach to cultivate the internal labor market
  • Case study:
    Meiko
    2015
    Meiko
    Increasing efficiency in apprentice selection with online assessment
    The challenge: to ensure quality and speed up application times with online assessments.
  • Case study:
    Bertelsmann
    2003
    Bertelsmann
    Optimising recruitment to meet business objectives
    The challenge: improving the selection process to meet business requirements
  • Case study:
    City of Dusseldorf
    City of Dusseldorf
    Selecting apprentices online at Dusseldorf City
    The challenge to those responsible for selection at Dusseldorf City was to create a streamlined and efficient process that not only managed the applications, but provided them with the information about the candidates when they need it.
  • Case study:
    City of Dusseldorf
    City of Dusseldorf
    Cheat-proof tests at Dusseldorf City
    Applicants to Dusseldorf City now apply directly via its application platform before being invited to take part in an online assessment. These initial test processes are carried out by the applicants at home or wherever they choose to access the online assessment. However, with such an approach there are two issues which may be of concern.
  • Case study:
    R+V
    2013
    R+V
    Reshaping apprentice selection with customised online tests
    R+V upgrades the selection process for apprentices and trainees from traditional paper and pencil tests to pure online assessment.
  • Case study:
    Dortmund Municipal Works AG
    Dortmund Municipal Works AG
    Selecting apprentices with online tests
    The Dortmund Municipal Works AG (DSW21) in Germany is responsible for local public transport in Dortmund and the surrounding areas and is used by 143 million passengers every year.
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Case study:
    Frankfurt am Main
    2015
    Frankfurt am Main
    Applicant-oriented apprentice selection at Frankfurt City
    Each year, the City of Frankfurt trains around 300 apprentices for administration and commercial roles and 150 apprentices in other departments. This means the team need to be able to understand the qualities of applicants and their suitability for the apprentice programme. Inline with being an attractive city, City of Frankfurt also wanted to be an attractive employer.
  • Case study:
    Rochus Mummert
    2015
    Rochus Mummert
    Selecting European scholarship students
    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.
  • Case study:
    Salzburg AG
    2015
    Salzburg AG
    Identifying talent for the future at Salzburg AG
    The performance programme within Salzburg AG looks to develop those with talent so they take key roles in the future. The challenge is to identify efficiently and fairly the potential of those on the programme and to develop them into these roles.
  • Case study:
    Volkswagen
    2015
    Volkswagen
    Identifying great sales people for Volkswagen
    Volkswagen needed to recruite a large number of new car sales people - and to find a way to do this across its operations in different countries in a standardised and consistent way.
  • Case study:
    Zwick/Roell
    Zwick/Roell
    Selecting service technicians internationally
    Zwick/Roell sought to align its recruiting processes across the 56 countries in which it operates, with those of its headquarters in Ulm, Germany. Due in part to the wide range of assessment languages offered by cut-e, Zwick appointed cut-e to help it develop a series of selection assessments.
  • Case study:
    Paul Hartmann
    2015
    Paul Hartmann
    Investing in future generations at HARTMANN
    HARTMANN has always looked internally to grow its talent and to provide careers for its current employees. By increasing the number of apprentices HARTMANN takes on, the company not only secures future talent but also creates employment opportunities in the region. The challenge was to optomising the selection process and to secure the best.
  • Case study:
    Canon
    2015
    Canon
    Tailored and role-specific online assessment
    To supplement its established assessment centre information, Ocè appointed cut-e develop a tailored and role specific assessment.
  • Case study:
    Hamburg City
    2015
    Hamburg City
    The Free & Hanseatic City of Hamburg backs innovation in staff selection
    The challenge: widespread use of assessment and needing to ensure quality, and speed of process
  • Case study:
    United Nations
    2003
    United Nations
    Selection in the public sector with the United Nations
    The United Nations recruits staff on a global basis. Applicants have various nationalities, ethnical backgrounds, and professions. To ensure speed and fairness in selection, the hiring assessment needs to take place on location in various countries worldwide, and each year has to cover about 1.500 candidates within one day.
  • Case study:
    PUMA
    PUMA
    Optimising graduate recruitment with Online Assessment
    PUMA needed to identify highly qualified and motivated candidates for their international Finance Trainee Programme and chose cut-e to assess the relevant competencies prior final stage assessment.
  • Case study:
    Belden
    Belden
    Setting up a new global selection process
    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.
  • Case study:
    Volksfuersorge Generali
    2013
    Volksfuersorge Generali
    Presentation, cut-e networking event
    Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali
  • Case study:
    Lufthansa
    Lufthansa
    Selecting the best graduates
    As one of the most attractive and largest employers for university graduates in Germany, Lufthansa is confronted with many employment applications.
  • Case study:
    Deutsche Telekom
    Deutsche Telekom
    Taking responsibility for personal growth through self assessment
    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.
  • Case study:
    Volksführsorge Generali
    2015
    Volksführsorge Generali
    Made-to-measure sales assessment at Volksfürsorge
    Volksfürsorge has 300 regional offices across Germany and they serve as regional contact points for clients and sales personnel. With such a decentralised organisation, consistency in the professional selection of sales staff was difficult maintain and so Volksfürsorge decided to standardise this process. This meant that any instrument used, would have to be implemented locally but in an efficient and user-friendly manner.
  • Case study:
    Deutsche Telekom
    2010
    Deutsche Telekom
    Presentation from cut-e networking event
    Integrating online assessment in the selection process at Deutsche Telekom
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    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?