Many companies use cut-e's unique testing and evaluation tools, such as easyJet, Airbus, Lufthansa, Rolls Royce, the Irish Police Force (Garda), Revenue Commissioners, and more. The reason for this is simple: cut-e is always looking to innovate its testing system and distinguish itself from other assessment companies. Its tests tend to differ greatly from those of other companies in terms of concepts, formats, and question types. One of the most interesting differences is that cut-e tests are typically much shorter than other tests on the market. Candidates often have no more than 12 minutes to impress with their abilities in a certain subject, sometimes even less.
Like all psychometric tests, cut-e tests require skills you can acquire and develop by practising. The more familiar you become with the material and the types of questions, the less likely you are to be surprised during the actual test.
Outlined below are cut-e's different tests and assessments. These include a variety of different evaluations, from aptitude tests to personality questionnaires and situational judgement tests. Read on to learn more.
Known as 'scales' in the cut-e vernacular, these aptitude tests come in many different forms. They cover all the main reasoning tests (numerical, verbal, etc.) and come in various levels of difficulty.
Designed for a variety of fields and positions, these tests range from assessing basic numerical knowledge to in-depth analysis of charts and tables. The simple numerical tests are five minutes long, while the more complicated numerical tests are 12 minutes long. These tests are distinctively different from other numerical tests in terms of both question types and style. See how we can help you prepare for cut-e's numerical ability tests.
Much like the numerical ability tests, cut-e's verbal ability tests are used for different positions, from administrators and apprentices to managers. One test, eight minutes in length, evaluates the ability to follow and act on instructions. Another test requires detecting and using relatively simple verbal information. Other tests analyse a candidate's ability to interpret and draw conclusions from complex verbal information. These tests are more difficult and take 12 minutes to complete. Find out more about how JobTestPrep can help you prepare for cut-e's verbal ability tests.
cut-e's abstract tests are known for being different than almost any other abstract reasoning test on the market. These tests measure inductive reasoning and rules discovery abilities. They take between 5–12 minutes to complete and are meant for apprentices, graduates, and administrative positions. Other tests evaluate deductive reasoning. These are 5–15 minutes long and are mainly for IT and engineering positions.
This category consists of 13 tests assessing a variety of cognitive skills. These tests are used for screening candidates in many different fields.
Short-term memory, perception of speed, orientation, and hand-eye coordination tests are meant mainly for aviation-related jobs like pilots and air traffic controllers. These tests take 1–3 minutes to complete.
Concentration, memory of faces, learning efficiency, multitasking, reactivity, visual thinking, and spatial reasoning are usually meant for professions with direct customer contact, quality assurance, logistics, technical jobs, and engineering. These tests are only 2–10 minutes long.
Also included in this category is cut-e's e-tray test, once again demonstrating the company's different and unique style. While most e-tray tests are very long, involve the handling of different files and papers, and include a writing task, cut-e's test is only 15 minutes in length and consists of the inbox processing task alone. You must prioritise messages and choose the most appropriate response according to some general instructions provided beforehand.
This section includes three types of assessments. One is a language proficiency test, evaluating vocabulary, spelling and fluency in ten languages (English, German, Spanish, Czech, Finnish, Greek, Norwegian, Portuguese, Russian, and Swedish). This test is adaptive, so the level of difficulty is adapted throughout the test according to your answers. It is 10 minutes long.
The second type measures mechanical and technical understanding and includes 24 questions that must be completed in 15 minutes. It covers basic mechanical reasoning and electricity knowledge. This test is relevant for technicians, mechatronics engineers, and so on.
The third test is a calculating capacity test. It includes numerical word problems, using the rule of three, translation of units, percentages calculation, and calculation of areas and spaces. This test is also meant for technicians, mechatronics engineers, etc.
This evaluation is designed to measure how one would behave in certain situations and conflicts typical to the job he or she applied for. Candidates are presented with several case scenarios. The task is to either choose the response behaviours one is most and least likely to display, or the responses one thinks would be the most and least effective in each scenario.
Unlike situational judgement tests developed by other companies, cut-e refers to its assessment as a 'questionnaire' and not a 'test'. The purpose of this is to avoid the pressure people feel about 'taking a test'. Accordingly, these SJQs have no time limit. You may answer the questions as quickly or as slowly as you like, so you can take your time and not worry about making hasty decisions.
JobTestPrep offers an extensive situational judgement pack, which should be of great use to anyone about to sit this assessment. Just like with aptitude tests, the more familiar you become with the concepts underlying the questions, the easier it is for you to perform well on the real test.
Every company values a unique set of competencies and ideals and prefers to hire people with compatible qualities. Whether the applicant is an intern or a manager, companies want to know that they will fit in with the company ethos. To this end, cut-e uses several questionnaires to measure specific traits. Again, these questionnaires are not considered tests, and thus they have no time limit. However, they usually take about 10 to 20 minutes to complete.
Personality Questionnaire (shapes) – Overall there are five versions of this test, targeting basic positions, graduates, executives, experts, and managers. Each questionnaire presents different statements, and the candidate must rate the accuracy with which each statement describes them.
Values Questionnaire (views) – This questionnaire analyses different values, motives, and interests. The task is to evaluate the importance of various work-related values for you as an employee. The results enable the company to ascertain how well the candidate is able to fit in with the organisational culture.
Integrity Questionnaire (squares) – This questionnaire aims to predict counterproductive and problematic work behaviours. You are requested to judge what your own behaviour is like in certain situations compared to other people.
The Australian branch of cut-e is merged with Psylutions, a local consulting firm. Thus, Psylutions cut-e Australia provides psychometric and behavioural assessments as well as organisational consulting services. The psychometric and behavioural assessments are the same assessments cut-e uses independently.
cut-e's tests are diverse and full of complexities. They have unique characteristics and are typically a lot shorter than other assessments. If you are given a test that is only one minute long, it means you have only one minute to secure the job. Remember that it’s easier for a company to say no than it is to say yes. Practising these tests isn't just a fun activity to do on a rainy day; it’s going to make the difference between getting a job offer and not.
Let us help you perform to the best of your abilities and increase your chances of getting the job you want. Use our cut-e packs to practise numerical, verbal, discovering rules, and inductive reasoning tests as well as try out our professional situational judgement pack.
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