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Registrierung talentNews. Referenz monster. Effektive Vorauswahl Valide Auswahlentscheidungen. Weiterführende Informationen. Deloitte Ireland, supported by cut-e, wins award for best innovation in graduate recruitment. This was for a Gameserver template of new on-campus attraction and selection initiatives, including a state-of-the-art mobile-enabled assessment developed by cut-e.
Verifying the value of hiring assessments for a recruitment and staffing agency. Assessing, selecting and filling over 3, vacancies from overapplicants. The challenge: An innovative way to support employability skills in student recruitment.
Case Study:. Rapid and planned expansion has meant that an effective and efficient recruitment program was essential. The senior manager is responsible for attracting and hiring all the staff, from pilots and engineering maintenance staff to cabin Monster fi and all commercial and support services personnel. Making sure selection and assessment processes deliver high quality candidates and a great candidate experience.
With world-renowned brands including Nivea and Eucerin and a strong employer brand, Beiersdorf has little difficulty in attracting young talent. The company has developed a wide-ranging talent strategy for young people — from apprentices and students through to interns, working students and trainees. With the help of cut-e Jurys Inn conducted a Business Impact Study Tankcontainer hamburg order to highlight which personality characteristics deliver their brand.
Showing which applicant would be a good fit, a traffic Monster fi rating system was developed, from green, indicating a perfect fit, to red, indicating the candidate is not going to fit culturally within the company. Rolls-Royce, supported by cut-e, win prestigious recruitment award for the best mobile assessment experience. With its unique commercial and sales model, Securitas Direct sought to better understand what makes for success within the company - and to look fot this in candidates early in the application process.
From working with cut-e, Securitas Direct understands: Those with higher SJQ scores are likely to stay beyong the four-month time-to-competence period. To support its diversity and inclusion strategy, BAE Systems wanted to design an assessment process which was valid, fair and robust, regardless of gender or ethnic background.
The Challenge: Streamlining and improving an already assessment accepting business. Reduced time-to-hire and cost savings at MSC Cruises: Die Herausforderung: Persönlichkeiten identifizieren, die das Potenzial von Top-Verkäufern haben.
Gemeinsam mit cut-e hat das Unternehmen eine Studie durchgeführt, um genau die Persönlichkeitseigenschaften zu identifizieren, die entscheidend für den Verkaufserfolg sind. Optimized use of online assessments via the integration with an ATS. Internals First - An approach to cultivate the internal labor market. Article published 27 May on OrgVue: HR Interventions with Impact: The recruiter is a time traveler - A new way of recruiting in Octapharma Stockholm.
Introducing an objective, informed and timely recruitment process — accepted by the managers. Sunglass Hut in Australia sought to develop a pre-application profiling assessment to identify better quality candidates faster and to streamline its recruitment process. This topic was presented at cut-e Singapore Talent Conference and at the cut-e networking event Retaining the competitive edge at easyJet has a number of important components: Defining sales success and measuring it in a re-designed standard process.
This case study outlines how a global secure payment provider faced the challenge of needing to predict those Monster fi managers who are likely to lead high performing sales teams. Achieving process efficiency, quality of hire and return on investment when recruiting cabin crew, pilots and graduates at easyJet. Large-scale graduate Monster fi The fun pimps Europe to build a Telefonica fit for the future.
To centralise or not to centralise — how Tesco is driving best practice in resourcing and selection in a large and complex international business. Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali. Using online assessment tools within Aer Lingus to predict behavioural fit in cadet airline pilots and engineering technician apprentices. Integrated talent management at Commerzbank: Creating a Europe wide online assessment and interview process that predicts professional and profitable sales behaviour.
Intelligent graduate assessment design engaging the business and candidates through context-relevant exercises. The role of Online Assessment in attracting and selecting young potential.
Predicting high performance Manager an Sales Advisors in a high value retail environment. Integrating online assessment in the selection process at Deutsche Telekom. Securing the future engineering needs of ESB: 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.