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Wie es ist, bei uns zu arbeiten? Sehen Sie selbst!

Auf Kununu haben unsere Mitarbeiter cut-e als Arbeitgeber anonym bewertet. Was dabei herausgekommen ist? Wir sind als Top und als Open Company ausgezeichnet worden! Aber machen Sie sich doch selbst ein Bild und schauen sich die Bewertungen an.

 

 

cut-e auf Xing

Are you looking for a new challenge?

03.05.19

As Head of People & Culture (m/w/d) you are responsible for all global HR-processes and you are the project lead for HR integration of cut-e legacy with Aon.
Sounds interesting? Then apply now via our website. 

Die Sensibilität am Arbeitsplatz kann bei Mitarbeitern und Kandidaten schwer zu messen sein.

03.05.19

Wie das geht, erfahren Sie in unserem ADEPT-15-Fragebogen:

Studenten aufgepasst!

30.04.19

Als Werkstudent im Online Marketing unterstützt du bei den vielfältigen Projekten in unserer Marketingabteilung, wie z.B. Email-Marketing, Social Media Kampagnen, PR Aktivitäten, Grafikdesign, PowerPoint und Videoschnitt.
Wir freuen uns auf dich!

Zukunft Personal Nord 2019 in Hamburg: cut-e präsentiert KI- Lösungen für die Talentsuche

29.04.19

HELLWEG: Passgenaue Lösungen für Azubi-Screening:

29.04.19

Valide, effiziente Auswahl und Candidate Experience: HELLWEG profitiert gleich mehrfach durch den Einsatz von Online Assessments:

Wir stellen ein!

26.04.19

Als Operations Manager - International (m/w/d) bist du für alle Anfragen unserer Kollegen aus aller Welt und für die Umsetzung von kundenspezifischen Lösungen verantwortlich.
Klingt interessant? Dann werde jetzt ein Teil von cut-e!

In sieben Schritten die richtigen Mitarbeiter für Ihre Stellen finden, ganz ohne negative Auswirkungen im Auswahlprozess.

26.04.19

Am 7. Mai ist es soweit!

23.04.19

Auf der Zukunft Personal Nord spricht unser Kollege Clemens Dodenhoff, Senior Consultant bei cut-e (Aon's Assessment Solutions), über "KI im HR" und zeigt Ihnen neue Wege für Ihre Talentstrategie. Besuchen Sie uns auch an unserem Stand C.12 in Halle A1 und lassen Sie sich bei einer kühlen Lemonaid von uns beraten!

Wir stellen ein!

23.04.19

Als Global Product Graphic Designer (m/w/d) hast du die Möglichkeit visuelle Konzepte, Userflows und Wireframes zu erstellen und arbeitest mit einem super netten Team zusammen.
Klingt interessant? Dann werde jetzt ein Teil von cut-e!

Wir stellen ein!

15.04.19

Als IT Projektmanager bist du verantwortlich für die Entwicklung und Betreuung von neuen Systemkomponenten für unser eigenes Online Assessment System. Klingt interessant?
Dann werde jetzt Teil unseres Teams!

Wir stellen ein!

15.04.19

Als Software Developer unterstützt Du unser Team bei der Pflege unserer betriebseigenen Websysteme und der technischen Weiterentwicklung unserer Kundenprojekte wie z.B. Portale und interaktive Applikationen.
Werde Teil unseres Teams!

Zukunft Personal Süd: cut-e präsentiert innovative Tools für Personalauswahl und -entwicklung

09.04.19

Sie möchten mehr zu unserer Einschätzung des GWPs Kongresses erfahren?

05.04.19

Studenten aufgepasst!

03.04.19

Wir stellen einen Werkstudenten im Online Marketing ein.
Du hast Lust uns bei internationalen Kompanien und Events zu unterstützen? Dann bewirb dich jetzt!

Noch eine Woche bis zur Zukunft Personal Süd 2019!

01.04.19

Dann spricht Hendrik Schossau, Consultant bei cut-e, in seinem Vortrag am 9. April um 10:10 Uhr zum Thema "KI im HR – neue Wege für Ihre Talentstrategie" auf der IT Solution Stage.
Kommen Sie auch an unserem Stand F.04 in Halle 1 vorbei!

The Smart Use of Online Assessment 2019

28.03.19

Was für ein fantastisches "The Smart Use of Online Assessment" Networking-Event letzte Woche in Hamburg.
Wir danken allen Speakern, Besuchern und Organisatoren!

Treffen Sie uns auf der Zukunft Personal Süd!

27.03.19

Am 9. April um 10:10 Uhr spricht Hendrik Schossau, Consultant bei cut-e (an Aon company) zum Thema "KI im HR – neue Wege für Ihre Talentstrategie" auf der IT Solution Stage.
Kommen Sie vorbei und besuchen uns auch an unserem Stand F.04 in Halle 1!

Wir stellen ein!

22.03.19

Als Psychologe für Produktentwicklung unterstützt Du unser Global Products Team bei der Beratung mit unseren Niederlassungen, entwickelst neue Konzepte und sorgst für die Umsetzung und Einführung neuer psychometrischer Verfahren.

Werde Teil unseres Teams!

SIOP Annual Conference

20.03.19

Die SIOP-Konferenz 2019 in Washington/DC rückt immer näher. Diesmal sind wir in zahlreiche Vorträge involviert, u. a. Richard Justenhoven und Dr. Achim Preuß in "Rage Against the Machine: Reactions to Artificial Intelligence in Selection Systems".

Studenten aufgepasst!

12.03.19

Als Werkstudent für Kundenlösung und Support unterstützt du unsere Kollegen bei Kundenfragen und Implementierungen.
Wir freuen uns auf dich!

Wie können Sie sich vor Cyber-Kriminalität schützen und Ihr Unternehmen von innen stärken?

08.03.19

TALENTpro München!!

07.03.19

Auf der TALENTpro München 2019 möchten wir Ihnen neue Wege im Recruiting aufzeigen. Im Rahmen unseres Vortrags legen wir dabei den Fokus auf den Einsatz künstlicher Intelligenz. An unserem Stand F.05 können Sie sich zudem über die neuesten Entwicklungen und Online-Assessment-Lösungen informieren.

Wir stellen ein!

06.03.19

Als Software Developer unterstützt Du unser Team bei der Pflege unserer betriebseigenen Websysteme und der technischen Weiterentwicklung unserer Kundenprojekte wie z.B. Portale und interaktive Applikationen.

Werde Teil unseres Teams!

Noch eine Woche bis zur TALENTpro!!

05.03.19

Dann spricht Lorenz Berg, Head of Consulting bei cut-e, in seinem Vortrag am 13. März um 12:25 Uhr zum Thema "KI im HR – neue Wege für Ihre Talentstrategie" auf der Content Stage 2. Kommen Sie vorbei und besuchen uns auch an unserem Stand F.05!

smartPredict-Challenge: Neues Level in der Candidate Experience

04.03.19

Motivieren Sie Ihre Bewerber und analysieren Sie gleichzeitig ihr Potenzial! Mit unserer Lösung smartPredict vereinen Sie ein valides Auswahlverfahren und spannende Gamification. Heben Sie Ihre Candidate Experience auf ein neues Level!

Die TALENTpro in München steht vor der Tür!

28.02.19

Bei uns dreht sich alles um die Themen Digitalisierung, Transformation und Künstliche Intelligenz. Lorenz Berg, Head of Consulting, gibt in seinem Vortrag "KI in HR – Neue Wege für Ihre Talentstrategie" Einblicke in neueste Technologien und innovative Methoden in der Talentakquise.
Seien Sie dabei am 13. März um 12:25 Uhr auf der Content stage 2!

Beiersdorf AG: Searching for Young Talents

26.02.19

Um in einem dynamischen Marktumfeld die besten Kandidaten für sich zu gewinnen, setzt Beiersdorf auf eine vielfältige Young-Talent-Strategie. Die innovativen Online Assessments von cut-e in Anbindung an ein ATS, sorgen dabei für einen nahtlosen Workflow im Bewerbungsprozess.

Studenten aufgepasst! Wir stellen ein!

22.02.19

Wir stellen einen Werkstudenten im Online Marketing ein. Du hast Lust uns bei internationalen Kompanien und Events zu unterstützen? Dann bewirb dich jetzt!

Wir stellen ein!

22.02.19

Als Global Product Consultant bist du für die Produktentwicklung unserer Online Assessments mit verantwortlich. Klingt interessant? Dann werde jetzt Teil unseres Teams!

Wir stellen ein!

22.02.19

Als Junior Marketing Manager bist mit deinem Team verantwortlich für unser internationales Marketing. Klingt spannend? Dann werde jetzt Teil unseres Teams!

Wir stellen ein!

22.02.19

Als Kundenbetreuer bist Du die Schnittstelle zwischen unseren Kunden, unseren Beratern und der IT. Du bist für die individuelle Anpassung, sowie den Verkauf unserer Produkte (Testverfahren/ Online Assessment Tools) und den reibungslosen Ablauf hinter den Kulissen verantwortlich. Findest Du spannend?
Dann werde Teil unseres Teams!

In 3 Wochen ist es soweit:

20.02.19

Vom 13. bis 14. März sind wir auf der TALENTpro in München mit einem spannenden Vortrag zum Thema „KI im HR - Neue Wege für Ihre Talentstrategie“ dabei.
Besuchen Sie uns auch am Stand Nr. F.05. Wir freuen uns auf interessante neue Kontakte!

Studenten aufgepasst! Wir stellen ein!

08.02.19

Wir suchen einen Werkstudenten für Kundenlösung und Support (m/w/d). Ein Bewerber oder Kollege aus einem unserer internationalen Offices braucht unsere Hilfe – Sie unterstützen ihn durch die Beantwortung von Fragen zu unseren Testverfahren und unserem System.
Werden Sie Teil unseres Teams!

Studenten aufgepasst! Wir stellen ein!

05.02.19

Für unser Hamburger Team suchen wir ab sofort einen Product Development Intern (m/f/d). Sie unterstützen bei der Neu- und Weiterentwicklung von Online Assessments.
Werden Sie Teil unseres Teams!

cut-e LinkedIn Company Page

Contact centres: how to recruit and retain high performing agents

Five steps to help contact centres to identify, select and retain talented agents are available in a new insight guide from cut-e.

Called ‘Recruiting special agents’, the guide provides best practice advice to help contact centre recruiters to hire the right people, differentiate their employer brand, engage candidates and improve the efficiency of their selection process.

“Many people who apply for agent positions in contact centres are unsuited to the job,” said Andreas Lohff of cut-e. “This guide explains how to attract, recruit and retain ‘right fit’ agents and how you can save time and resources in recruitment.”

The guide outlines how technology can optimise the selection process and cut the time-to-hire. “Integrating systems such as your Applicant Tracking System and HR Information System can create efficiencies,” said Andreas Lohff. “It also enables you to mine and utilise employee data in ways that weren’t possible before. This opens the door to a wealth of new talent analytics that can further improve your recruitment, increase sales and help you to avoid the disruption of hiring the wrong people.”

cut-e in den Medien

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

The Student Employer - 31. Oktober 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 - 22. Oktober 2018,

Richard Justenhoven 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 - 22. Oktober 2018, Irland

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?

The essential competencies for digital transformation

HRHQ - 10. September 2018, Irland

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 - 30. 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.

cut-e scienceBlog

Observations, trends and updates from 2019 EAWOP Congress

Feedback from EAWOP Congress

The EAWOP Congress this year saw I/O professionals IO psychologists from across the world meet in Turin to explore new areas and to share and discuss the latest research studies.

Whilst the impact of the digital workplace and the application of AI has dominated other conferences and congresses, the content at the EAWOP Congress focused more on the skills and competencies needed to support the newer ways of working and how best to support job design and career progression. Here are some of my favorite learnings. 

Agile Teams – and New Ways of Working

Team agility has become increasingly important in many organizations as they seek to adapt to changing demands and a faster-paced decision-making world. A poster presentation by Sándor-Dobos & Faragó attempted to identify the factors of a successful agile team. They suggest that team autonomy and the preference to work together as a team had a positive impact on greater resilience. This is particularly important given that resilience is accepted as being one of the major success factors of agile teams.

A further poster presentation by Wallemann & Bronner focused on developing a personal development program for scrum masters. The role of scrum master is still in its infancy but for those organizations moving away from the traditional project manager, developing the skills and competencies for this role is critical. Based on literature research and interviews, the team has designed and developed a competency model for scrum masters. The most critical competencies? Being methodical and having the social competencies necessary to protect and challenge the team. The team suggest that a scrum master should be supported by coaching or mentoring, as well as cross-organization learning activities to maximize their role.

Seeking Out Innovation and Creativity

Organizations continue to strive for innovation and to identify those who can ‘think outside of the box’ and ‘be creative’ in solution finding. Interesting research by Mascareno, Wisse & Rietschel of the University of Groningen propose that creativity and innovation should be seen as two quite distinct steps; in order to achieve innovation, creativity needs to first take place. Their presentation argued that the creativity stage involves specifying the problem and then researching and generating new ideas. The innovation stage involves the implementation of whatever came up in the creativity phase. As such, there can be no innovation without creativity.

The research team also looked at how the behaviors of leaders impacts each of these phases. Their study showed that those leaders utilizing the Ambidextrous Leadership model were successful in supporting both stages. The ‘opening behaviors’ (that is, giving freedom and autonomy to the team) help facilitate the creativity process while the ‘closing’ behaviors (providing rules and limitations) facilitate the innovation process by narrowing down the options and taking action accordingly. 

The Trajectory of Performance and its Link to Promotion

Cortina, Sheng, Alessandri & Borgogni argued that, as I/O psychologists and talent professionals, we need to look more closely at the trajectory of all employee’s performance and to understand who is most likely to succeed once promoted. That is, we need to consider how the performance of an individual has evolved over time.

Those employees with a positive trajectory (i.e. starting off with relatively weak performance but developing well) are seen as being more proactive, curious and dedicated than those with a stagnating (or declining performance) even though the latter may be, on an absolute scale, still better performers than the late developers. The three characteristics of Proactivity, Curiosity and Dedication correlate with promotion and progression. This research has contributed to us gaining a better understanding as to why some people get promoted whilst others do not.

As ever, EAWOP prepared an interesting program of presentations and discussion and I look forward to meeting up again in two years’ time. Finally, Turin really is such a beautiful city – and with probably the best espresso I’ve found at any conference!


How to Measure Drive

drive

The language of driven-related behavior at work is all around us. We drive for results. We drive team performance. We identify growth drivers. Typically, having ‘drive’ is considered positively – and a person with low drive may be perceived as lacking stamina or having low energy for what is needed. But that isn’t always the case and, as with all behaviors, there are pros and cons to this trait regardless of where it falls on the continuum.

The question is, how can drive be assessed reliably?

Drive is one of the areas measured in our ADEPT-15® personality questionnaire and forms part of the Task Style (and goes hand in hand with Structure). The Task Style is one of three broad workstyles which forms the Performance Style. The Performance Style workstyles examine an individual’s internal motivations and individual efforts as well as his or her preferences, attitudes, and approaches to work and ideas.

How is Drive Seen in Behavior?

The Drive aspect of ADEPT-15® measures reliability and task focus. It means that a person’s score will be seen in how he or she approaches deadlines and deals with changing priorities. As with all personality characteristics there is not a single ideal score. We list below the behaviors we may need to watch out for – or leverage – depending on where on the scale we fall.

The Leverage Points

Those scoring high on this aspect are likely to be:

  • Deadline-oriented.
  • Highly focused on accomplishing tasks.
  • Reliable and to follow through and deliver on commitments.
  • Persistent in accomplishing difficult tasks requiring perseverance.

Those scoring low tend to be:

  • Easy going and relaxed.
  • Able to shift from task-to-task.
  • Capable of handling changing priorities.

The Watch-Outs

Watch out for the following with high-scorers on Drive. They may be:

  • Overly focused on getting things done.
  • Liking to focus on one task without interruptions.
  • Setting lofty goals and working with a laser-like focus toward achieving them – and this may mean that they miss opportunities to work on other important tasks, or to reflect on alternate strategies to reach goals.

Also, watch out for the following with low-scorers on Drive. They may be:

  • Less concerned with meeting deadlines and view them as flexible.
  • Less likely to focus on a single task for extended periods and may get distracted.
  • Likely to procrastinate.
  • Less interested in difficult tasks that require sustained attention or perseverance.

The Role of Drive in the Workplace

We’ve seen that an understanding of an individual’s level of drive, suggests how he or she might approach and focus on tasks. But drive also plays a part in other aspects of work behavior.

Resilience / Grit

Individuals with high Drive are consistently determined to achieve goals and drive results, even when faced with setbacks or failures. As such, they are relentless and will use whatever means necessary to overcome challenges and obstacles.

Taking Initiative

Those high on Drive are more proactive than others as they actively and preemptively take on responsibility and make progress at work without direction from others.

Holding Self and Others Accountable

Because individuals that score highly on Drive are more focused on meeting deadlines and completing tasks, they are more included to set clear expectations and time limits to hold themselves and others accountable for completing assignments and achieving goals.

Compensating for the Drive Score

Depending on one’s Drive score, we find it useful to check out scores on other ADEPT-15 aspects to see how these may temper or compensate for Watch-Outs.

For example, when Drive scores are low, we like to look for:

  • Higher Ambition scores or a successful track record of accomplishments. The Ambition score reflects the extent to which someone is career-oriented and focused on achieving bold goals. Such internal motivation to ensure career success may compensate for a low Drive score.

Generally, high Drive scores are not an issue. However:

  • Lower Ambition scores might help achieve work-life balance.

For more about assessing drive, take a look at our personality questionnaire ADEPT-15® 

 

About ADEPT-15®

ADEPT-15® is the most advanced, secure, and award-winning* personality test available. With over 50 years of personality, leadership, and psychometric research combined with an adaptive approach to assessment design, ADEPT-15® measures 15 personality traits critical to successful workplace performance. It looks at our preferences, work styles and tendencies as well as what gives us energy and our possible blind spots. It indicates our strengths and areas for development as well as the leadership style we may use, and how others may see us.

*M. Scott Myers Award for Applied Research & International Personnel Assessment Council Innovations in Assessment Award


Building AI into Recruitment Processes: Concerns and Opportunities

AI in hiring

We know from our daily conversations with clients that the application of Artificial Intelligence (AI) to the work of HR and Recruiters generates both excitement and reservation. And we see both emotions expressed in the questions we are asked during the webinars we host.

To capture and quantify the concerns of, and the potential as seen by, the participants, we asked a number of questions of those joining us on a recent series of webinars we hosted across time zones. 95 joined us on our US webinar and 266 on our European webinar.

We took a straw poll regarding the biggest concerns felt about using AI in hiring.

  • Over half of participants on our US webinar reported their biggest concern was the ability of AI to ensure a fair and unbiased process.
  • It was also the biggest concern for those joining our European webinar with just over one third flagging this.
  • However, those in Europe were more concerned than the US participants about the difficulties of implementing AI tools, resistance in the organisation and of creating a negative candidate experience.  

But, whilst there are some very real concerns about the implementation of AI, there are very clear perceived opportunities.

  • Over half of the US participants report the greatest potential for using AI in the hiring process is its potential to supply better information for decision making. The European webinar participants also rated this as the biggest area of opportunity.
  • A quarter of both the US and European participants reported that for them, the biggest opportunity for AI is the speeding up of the hiring process.
  • Nearly one fifth see its objectivity to mitigate human bias as the number one opportunity.
  • Cost is seen as the biggest advantage more so in Europe than the US (12% and 5% respectively). 

It is clear that there are some opportunities for using AI within hiring but there are also some concerns.

We have been exploring the use of AI to support talent assessment and video interviewing not just to speed up the process but to include additional, robust information to hiring decision making.

Join us at our webinar on June 5th as we’re sharing how to manage the potential pitfalls and how to maximize the benefits of using AI in assessment.

Sign up now.  

 


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