There is little doubt that technologies such as the internet, web cameras, applicant tracking systems and online assessment platforms have revolutionised the way people are sourced and selected for roles and there is little doubt that this will continue. Will there be a day when the first time you see a new employee will be on their first day in a new role? In this exciting session, cut-e who have 200 psychology, technical and business process staff across 28 countries assessing over 12 million candidates per annum will explore this question with you and re-imagine how recruitment will be delivered in the future. David Barrett, Managing Director, cut-e

1. www.cut-e.com
Startfolie
Recruitment and Talent Management Will the Day Ever Come
When Your Recruitment Process Is 100% Delivered Online?
What does it mean for HR in the middle east?
David Barrett – MSc Occ. Psych
Managing Director cut-e MENA & COO
david.barrett@cut-e.com

2. www.cut-e.com
cut-e Talent Solutions
A team of 200 professionals in Occupational Psychology, business & technology
Operations in 28 countries with UAE team since 2011 with full team based JLT Dubai
Assessments for talent screening, selection and development in 40+ Languages
Ability to design, implement, operate complex global talent assessment processes
We assess 12 million + individuals per year in selection and development contexts

3. www.cut-e.com
What do these % signify
76%
(Hint: A statistic for job searches 2014 in developed economies)
45%
(Hint : A statistic for Job Applications 2014 in UK)
80%
(Hint: This is a figure from Asia – excluding SIN / HK / Aus)
52.1
(Hint – this figure is 12 years old from Dubai)

4. www.cut-e.com
Discuss for 5 mins and lets get some views!
The talent acquisition and hiring process is moving more and
more towards online solutions
Will the day come when you when you don’t meet the
candidate in person until day 1 at work?

5. www.cut-e.com
New & Emerging Trends
We are seeing:
A move towards online / mobile / use of video
A rise in Pre-Application Assessment
Innovation in Attraction Strategies – creating fun & engaging processes
A move towards customised and organisation specific solutions presenting assessments
that give realistic job previews, serious games, situational judgment tasks
Organisations are placing greater emphasis on measuring values, behaviours and
cultural fit
Assessments will give candidate useful feedback to help decide whether to apply or not
and to which type of role – candidates will have more control over their data
A move towards global or regional hubs of excellence

6. www.cut-e.com
The case for - Pre-Application Assessments
Tools predicting behavioural,
organisational fit & values alignment
are on the rise! These will be
delivered in more innovative ways
and stand for:
Fun – Candidates enjoy these
Marketing – attraction tool
High Completion rates
Low admin requirements
Improve Candidate Quality

7. www.cut-e.com
The global talent market can be a very crowded space…
We all want the best talent…
We need to adapt innovative and meaningful methods in order for organisations
to stand out, to attract the best and identify the best
3.2 million people visited and interacted with this website
The case for – Innovation in Attraction and
Assessment

8. www.cut-e.com
Try Before You Fly RJP & SJQ
27,000 per month participate
7,000 per month apply
39% improvement in interview
to hire ratio
28% improvement in ability to
promote new hires to cabin
managers
Enjoyable and engaging for
candidates
The case for - Pre-Application Assessments

9. www.cut-e.com
Video & Mobile Are Converging

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The case for – Customisation
Companies are using more & more…
RJPs (Realistic Job Previews) & SJQs
(Situational Judgment Questionnaires)
Personality and values assessments linked to
internal competency models
Tailored reports in organisational specific
language
These tools & reports are
Organisation & role specific  Face validity
Fully bespoke
Validated internally to see ‘what good looks
like’ within the organisation

11. www.cut-e.com
Example Custom Output Report
A customised report will
become available to
guide the basis for
interview & selection of
candidates
Different Sections:
 Competency Fit
 Values Fit (Optional)
 Aptitude Results (Optional)
 Interview Guide

12. www.cut-e.com
Example Interview Guide Output
Interview Guide
 Customisable
 Standardised
 Indicators
 Consistent
Scoring

13. www.cut-e.com
Video interviewing
Approx 70% of large companies globally
now say they would use this
cut-e technology derives psychometric
information and scoring out of speech
samples from voice recognition tech –
anyone who want to be involved in a
research project on this ?
There will be a rise on 2 way usage as
well as 1 way self record:
Driven by building relationships, more senior
candidates and wanting to complete the final
assessment in this way

14. www.cut-e.com
Voice recognition profiling In Development
Analyses intonation,
speed, sentence length,
pauses etc
Autotranscribes spoken
language
Analyses output and
patterns against cognitive
and behavioural elements

15. www.cut-e.com
The case for online – Paperless & virtually
delivered interviews and assessment centres
Automated reporting and integration of results & feedback through online system

16. www.cut-e.com
Careers matching & guidance portals
provided free to 200,000 customers and
families – Marketing + Recruitment

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Personal reports & guidance

18. www.cut-e.com
Thousands of high skill applicants -
Government careers portal strategy

19. www.cut-e.com
Emerging Global Trend:
Regional Hub Talent Assessment Strategy
Create centres of excellence across regions with high levels of capabilities in terms of
Sourcing and Screening
Selection & Assessment support with final decision still controlled at local level
Talent Management & Development

20. www.cut-e.com
The case for – Hubs (Regional & Global)
Better use of technology makes centralising
processes and teams easier and more efficient.
This in turn:
 Attracts and generates large talent pools
 Provides faster access to the right
candidates
 Provides quality control
 Provides standardisation
We see an increase in centrally owned and
managed assessment processes, conducted
remotely against a model that is globally
consistent - BP External Graduate Recruitment
Benchmark Report 2013, compiled by cut-e

21. www.cut-e.com
The case for - online
Online is
Easier: attract and assess anyone, anywhere
Cheaper: less travel and lower time requirement
Fairer: objective & standardised
Faster: assess more candidates in less time
Liked: candidates like it and enjoy it
‘‘In most of our clients, technology is used from the
top of the ‘recruitment funnel’ as far up as possible’’
– BP External Graduate Recruitment Benchmark
Report 2013, compiled by cut-e

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The case for online assessment – New possibilities

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In short…
Online processes allow us to:
Implement local and global innovative and productive sourcing processes
Create great internal service and control for recruiters and hiring managers
Introduce local global quality control on selection decisions and hiring
Create lean & efficient processes
Create cost efficient, productive and scalable centres of excellence
Ensure consistency in terms of applicant experience with your employer brand
In today’s interconnected world, having part of your selection automated & online is a
must to compete from both an economic as well as professional viewpoint.

24. www.cut-e.com
Endfolie
cut-e MENA
37th Floor, JBC-2 Jumeirah
Lake Towers
Dubai
E-Mail: info.uae(at)cut-e.com
Phone: +971 4 374 5713
www.cut-e.com/uae
David Barrett
david.barrett@cut-e.com