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Sie werden regelmäßig über neue Entwicklungen und Innovationen in der HR Welt informiert, bleiben mit Best Practice Praxisberichten auf dem aktuellsten Stand und erhalten Einblick in die neuesten Forschungserkenntnissen der Branche.

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.

 

 

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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

How to Measure Structure

We tend to spot quite easily those who approach their work in a structured manner. They’re the colleagues that are planful, detail-oriented, and rule-conscious. They are likely to access project plans and checklists and may not be comfortable when conversations turn to the bigger picture and throwing out the rulebook.

But how can we measure objectively this characteristic?

how to measure structure


Structure is one of the areas measured in our ADEPT-15® personality questionnaire and forms part of the Task Style (together with Drive). The Task Style is one of six broad workstyles. 

How is Structure Seen in Behavior?

Structure, in terms of the ADEPT-15® aspect is centered around an individual’s orientation towards planning, details, rules and processes. Those scoring high on Structure are likely to be orderly and neat, with plans and processes in place and may be less creative. Those with a lower score, will tend to be big picture thinkers and not get into the detail.

As with all personality characteristics, there is no ideal position on the scale; different roles require different blends of behaviors. Below are some of the areas to leverage and watch out for at both ends of the Structure scale.

The Leverage Points

Those who score high on Structure are likely to be:

  • Detail-oriented and planful.
  • Practical and prudent.
  • Careful and rule-oriented, following processes and procedures.
  • Orderly and neat.
  • Uneasy with those that do not follow processes and procedures.

Those scoring low tend to be:

  • Big picture thinkers.
  • More innovative.
  • Spontaneous and uninhibited.
  • Comfortable with ambiguity.
  • More creative and not bound by rules or tradition.
  • Enjoy working his or her own way – and not how someone else dictates.

The Watch-Outs

Watch out for the following with high-scorers on Structure:

  • Can be perfectionistic.
  • May have difficulty with ambiguity.
  • Likely to have less of a big-picture focus.
  • Less creative.
  • Likely to be perceived by others to be inflexible.
  • May hold others to impossible standards.
  • May require very specific instructions and guidelines.

Watch out for the following with low-scorers on Structure:

  • Likely to view rules as optional (at least those developed by someone else!).
  • May overlook details or just not see the point of detail.
  • May create a project plan if required to – but then never look at it again.
  • May not appreciate that others require structure and therefore not provide it to them.

The Role of Structure in the Workplace

The extent to which someone is planful, detail-oriented, and rule-conscious impacts other aspects of daily working behavior. For example, an individual’s score on the Structure scale will indicate how he or she will prioritize work, manage resources, attend to detail, take risks and think systematically.

Prioritizing Work

Those high on Structure will adopt a systematic and methodical approach to work to a much greater degree than others. This implies they will consistently employ a logical approach toward prioritization-related decisions by examining facts, criteria (e.g., deadlines, importance, impact), and available resources, while ensuring successful completion of all priorities on time.

Managing Resources

Individuals that score highly on Structure are exceptionally detail-oriented and take a planful and prudent approach to their work. This suggests that they will be very likely to proactively engage in the necessary actions to structure and organize work teams (e.g., develop project plans and responsibility assignment matrices) as well as ensure projects are resourced appropriately (e.g., staff, tools) to efficiently meet deadlines within budget.

Attending to Critical Detail

Those with high Structure take a methodical approach to their work. They are likely to be highly effective in attending to critical details of work processes and project plans. However, their perfectionism may lead them to become excessively fixated by smaller details within their work processes.

Taking Prudent Risks

Individuals scoring high on Structure are deliberate and cautious in their approach to opportunities. As such, they may be more inclined than others to carefully evaluate all the risks associated with them; however, this can create a tendency to be overly risk-averse and avoid reasonable risks altogether.

Thinking Systematically

Low scorers will be less focused on detail. This will likely make it much easier them, compared to others, to develop and leverage a broad and systemic perspective to anticipate the effect of decisions and actions on their organization.

Compensating for the Structure Score

Depending on the location of the Structure score on the scale, you might want to take a look at the other ADEPT-15 scale scores to understand how these may

When Structure scores are low, we need to look for:

  • Higher Ambition and / or Drive scores. These can help mitigate a lack of organizational skills.

When Structure scores are high, the ability to see the bigger picture may be inhibited and so we need to look for:

  • Higher Conceptual scores. This indicates a propensity to be inquisitive, creative, and abstract.
  • Higher Flexibility scores (i.e., open-mindedness and adaptability). Again, these can help overcome lack of flexibility and being overly rule-focused.

 

For more about assessing structure, 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


Who will innovate? A new approach to spotting the ‘creatives’

For many organizations, workplace innovation is becoming increasingly important. Generating ideas, finding new angles, taking a different perspective all help to differentiate products and services - and businesses.

But how can we identify those in our teams or in our applicant pool who are ‘creative’ or ‘innovative’?

As product development director, I have been interested in this area for many years and have explored and investigated this with our product development team. We have recently published our research studies in the EAWOP journal, InPractice and below is a summary. You can access the full article here.  

Why did we set out to re-look at how to assess creativity?

For decades, assessing creativity has fallen to either practical and difficult-to-score exercises, or paper-based assessments which need in-person supervision and specialist scorers.

We knew that the advances in psychometrics and technology could open up new and robust ways to assess creativity – and we wanted to explore this.

What were the fundamentals driving our research studies?

Quite simply, we wanted to see if we could develop an online, unsupervised test that could be completed by candidates remotely which was valid, robust and indicated the level of creativity of an individual. At the start of our research we did not know if this was possible but over time we developed an approach and algorithm that resulted in what we now know as our sparks test.  

A summary of our work is below.

Our research

When being assessed objectively, innovation or creativity is typically viewed as consisting of four components:

  1. Fluency - the number of ideas or responses given within a time-frame
  2. Flexibility - the diversity of categories and perspectives offered
  3. Originality - the extent to which responses are novel, unconventional and infrequent
  4. Elaboration – the amount of detail given in each response

Taking these, we set out to develop an online creativity test across three studies that would use a fully automated scoring algorithm, which would be optimized for unsupervised settings and would be language independent.

The studies: a summary

In the first of these three studies - and not knowing where our research would take us - we set out to investigate if it was possible to design a scoring algorithm for a test such as the TTCT (Torrance Tests of Creative Thinking, 1974). This was an established test which is highly resource intensive and impractical for wide use as a talent assessment.

The results from this study gave us a clear indication of the key differentiators of creativity and this helped us to define the algorithm.

We validated these differentiators in our next studies, but Study 2 focused on how to measure the Originality component of innovation as this was the far more complex component of the algorithm. For Study 2, we designed a new online creativity test (later to be known as sparks).

Study 3 focused on the three scores of Fluency, Flexibility, and Originality as well as looking at the entire creativity test for test-retest reliability and convergent and discriminant validity.

The result of the final study was the release of sparks: an online creativity test for unsupervised use and makes use of automated scoring algorithms which removes the resource need of having trained experts as assessors.

Next steps

But the work doesn’t stop. Since the initial three studies, we have embarked on a program of continued research to look at how the scoring algorithms generalize across those with different backgrounds and those with different levels of computer usage, as well as investigating the prognostic validity of the tool.

But sparks is already part of the assessment toolkit for talent practitioners. It can be used early in the hiring process to identify those who are likely to be creative and an idea generator – and also with current employees when they’re needing to draw together a creative team from a broader talent pool.  sparks adds that extra piece of information to the decision-making process.

Learn more about sparks here - https://assessment.aon.com/en-us/assessment-solutions/creativity-assessment

References: 

Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184.

Kesselring, A., Blasy, C., & Scopetta, A. (August, 2014). Workplace Innovation: Concepts and indicators. Brussels: European Commission, DG Enterprise and Industry.

Maier, G. W., Streicher, B., Jonas, E., & Frey, D. (2007). Innovation und Kreativität. In D. Frey & L. von Rosenstiel (Eds.), Enzyklopädie der Psychologie: Wirtschaftspsychologie (pp. 809-855). Stuttgart: Hogrefe.

Torrance, E. P. (1974). The Torrance Tests of Creative Thinking-Norms-Technical Manual Research Edition-Verbal Tests, Forms A and B- Figural Tests, Forms A and B. Princeton, NJ: Personnel Press.


How to Measure Humility

how to measure humility

Despite humility not being a characteristic traditionally linked with successful business leaders, it is an integral part of moral leadership. It can open people up to the possibility of making (and learning from) mistakes, to recognize the contributions from others, and to foster an environment of honesty and openness.

Humility is one of the areas measured in our ADEPT-15® personality questionnaire and forms part of the Teamwork Style (together with Cooperativeness and Sensitivity). The Teamwork Style is one of six broad workstyles. 

How is Humility Seen in Behavior?

Those scoring high on Humility are likely to come across as being sincere and modest, not motivated by material gain. Those at the other end of the scale may appear as more boastful about their own achievements and particularly effective at creating circumstances and positioning people.

Here’s a look at some upsides for scoring at either end of the scale – and some of the things to watch out for.

The Leverage Points

Those scoring high on the Humility scale are likely to be:

  • Sincere, open, and honest with others.
  • Modest about personal strengths and achievements.
  • Hesitant to take personal credit for success.

Those scoring low tend to be:

  • Confident advocates for their own interests.
  • Effective at positioning people and circumstances.
  • Interested in status, acquiring material things, and impressing others.

The Watch-Outs

Watch out for the following with high-scorers on Humility:

  • Not being very motivated by material gain or status.
  • Less effective in advocating for own interests.
  • Uncomfortable engaging in political manoeuvring.

Watch out for the following with low-scorers on Humility:

  • Calculating, willing to flatter or manipulate others.
  • Boastful about own strengths/accomplishments.

The Role of Humility in the Workplace

By understand an individual’s humility, we can understand how he or she might act and interact with others.

Modeling Integrity

Because those with high Humility are not motivated by personal status, they focus on the interests of others (e.g., team, organization) and put those needs in front of their own. As such, they have a stronger ability to analyze situations and weigh the consequences of their actions in terms of their effects on other people, their morality, and their consistency with what one has promised to do.

In my experience, integrity goes hand in hand with trustworthiness. We look at this from a two-pronged approach: the first being around impulse control, and the second around ethical awareness. Those two together fill that spectrum of trustworthiness. You can read more about Trustworthiness, in our article - Why Does Trust Matter?  

Displaying Transparency and Candor

High scorers on Humility will be perceived as sincere and genuine and will be more likely than others to be humble and honest in their interactions.

Authentic Leadership

Those with high Humility scores have a genuine nature that leads their employees to feel safe approaching them with problems, knowing that they will provide honest advice without the fear that they will share this information with others.

Compensating for the Humility Score

Depending on the location of the score on the scale, you might want to check out other ADEPT-15 scale scores to understand how these may temper or compensate for the watch outs on the Humility score. 

When Humility scores are low, we need to look at other scales:

  • Higher Awareness scores can help ensure low scorers engage with others in a socially appropriate manner to overcome the risk of being too boastful about personal strengths/accomplishments.
  • Higher Cooperativeness scores to help ensure low scorers are collaborative and work well with others instead of “stepping on toes” or undermining colleagues to achieve greater social status.

When an individual has a high Humility score, look elsewhere in the profile for:

  • Higher Assertiveness, Ambition, and/or Power scores. These can help overcome the risk of not advocating for themselves or their team.

 

You can read more about The Power of Humility in our article.

For more about assessing humility, 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

 


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LinkedIn ist international „das“ berufliche Netzwerk vieler HR Experten, Recruiting und Talent Manager. Außerdem eine gute Möglichkeit, um in der Arbeitswelt up to date zu bleiben, Fachexperten um Rat zu fragen, Stellenanzeigen zu veröffentlichen und an interessanten Diskussionen teilzunehmen. 

Die Arbeitswelt ist stets im Wandel: die Art und Weise, die richtigen Kandidaten auf sich aufmerksam zu machen, sie auszuwählen und weiterzuentwickeln verändert sich ständig. In unserem LinkedIn Talent Forum teilen wir Fachartikel zum Thema, aktuelle News und regen spannende Diskussionen an. So werden Sie fit für die neuesten Herausforderungen im Talent Management!

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