Tekninen integraatio
cut-e:n integraatiotiimissä yhdistyvät IT-kokemus, HR-arvioinnin tietotaito ja projektinjohtokyvyt
Integraatio-osaamisemme
cut-e:llä on valtavasti kokemusta testien integroinnissa erilaisiin henkilöstöhallinnon tietojärjestelmiin (HRIS) ja hakijoiden seurantajärjestelmiin (ATS) - sekä räätälöityihin että kolmannen tahon toteuttamiin. Tuotteemme integroituvat näihin saumatta, joten saati tiedon jota tarvitset siinä muodossa kuin haluat ja missä haluat.
Olemme tehneet yhteistyötä kymmenien rekrytoinninhallintajärjestelmien toimittajien kanssa eri integraatioissa, joten tiedämme täsmälleen, mitä se vaatii. Joten olipa sinulla valmis rekrytoinninhallintajärjestelmä tai olet vasta suunnittelemassa sellaisen käyttöönottoa rekrytointien ja henkilöstöhallinnan tueksi, ota yhteyttä meihin. Autamme sinua yhdistämään arviointitiedot valitsemaasi ohjelmaan niin, että pystyt jatkossa tallentamaan ja käsittelemään tietoa yhden järjestelmän sisällä.
Saumattoman integraation edut
Monet yritykset ovat investoineet paljon hakijoiden seurantajärjestelmien (ATS) tai henkilöstöhallinnon tietojärjestelmien (HRIS) käyttöönottoon maksimoidakseen rekrytointia ja henkilöstöhallintoa tukevien prosessien tehokkuuden. Tästä huolimatta samat yritykset kamppailevat prosessi- ja psykometrisen datan yhdistämisessä. Markkinoilla onkin tarvetta integraatioille, jotka mahdollistavat arviointitietojen saumattoman siirtämisen olemassa oleviin järjestelmiin. Niiden etuja ovat saumaton käyttäjäkokemus hakijalle sekä kattavampi standardointi ja parempi laatu. Voit luottaa, että cut-e hoitaa integraation sujuvasti ja luotettavasti, kiitos IT- HR- ja projektinhallintataitojemme.

Referenssi Circle K
- Tehokas esivalinta
- Parempia valintapäätöksiä
- Tekniset integraatiot
Implentation of a Situational Judgement Questionnaire for screening practices
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Tarkistuslista: miten varmistaa verkkoarviointien ja ATS/HRIS-järjestelmien saumaton integraatio?
Kun etsit kumppania integroimaan verkkoarviointisi, testisi ja kyselylomakkeesi hakijoiden seurantajärjestelmiin (ATS) tai henkilöstöhallinnon tietojärjestelmiin (HRIS), niin kannattaa kiinnittää huomiota saavutuksiin, ammattitaitoon ja -tietoon, jotka ovat projektin kriittisiä avaintekijöitä. Niiden lisäksi tarvitaan osaamista projektinhallinnasta ja viestinnästä.
cut-e:llä on lyömätön kokemus integraatioprojekteista. Olemme toteuttaneet kymmeniä ATS/HRIS -integraatioita – niin suuria kuin pieniä. Me tunnemme projektin kriittiset tarpeet, yleisimmät ansakuopat ja mahdolliset kompastuskivet. Ja siitä, mitä me tiedämme, sinä hyödyt.
Mieti asiaa ja kysy arviointikumppaniltasi, miten he pystyvät osallistumaan integrointien toteutukseen ja tukemaan sinua.
Mitä integrointi vaatii?
Onnistunut integrointi vaatii, että ATS- tai HRIS-järjestelmä pystyy "ottamaan yhteyden" arviontijärjestelmään, välittämään arviointeja ja raportteja sekä tallentamaan tulokset – ennaltamäärtitellyn arviointiprosessisi mukaisesti.
Toisin kuin monet arviointien toimittajat, pystymme tekemään tämän itse ja tarjoamaan hakijoille saumattoman hakukokemuksen. SSO (Single Sign-On) -teknologian ansiosta hakijan ei tarvitse kirjautua kuin yhteen järjestelmään. Kun hän on kirjautuneena sisään, HRIS- tai ATS-järjestelmä vastaa työnkulusta ja cut-e arviointisisällöistä. Joissain yrityksissä olemme integroineet arvioinnit sekä ATS- että HRIS-järjestelmiin, jolloin ne toimivat sekä osana valintaprosessia että 360° palautejärjestelmää.
Onnistunut integrointi vaatii myös tarkasti määritellyn arviointiprosessin sekä tietoa HR-XML -rajapinnasta ja tietoturvakysymyksistä, joita näihin projekteihin liittyy. cut-e:llä on tarvittava tieto ja kokemus.
Integraatio on onnistunut silloin, kun se toimii niin kuin asiakas haluaa ja mahdollistaa eri urapolkujen vaatimat arvioinnit – ideaalitapauksessa erilaiset testit ja kyselyt jokaiselle tasolle, taidolle ja persoonallisuustyypille, jotka ovatvmerkittäviä työssä suoriutumisen kannalta. Onnistuminen edellyttää yhteistyötä sellaisen arviointitoimittajan kanssa, jolta löytyvät juuri ne arviointityökalut joita haluat käyttää – tai joita haluat ottaa käyttöön tulevaisuudessa. Myös hakua edeltävät testityökalut, kuten realistiset työnkuvaukset tai tilannearviolomakkeet on mahdollista integroida järjestelmiisi jos prosessisi niin vaatii. Ja arviointitoimittajanasi me tiedämme, miten se tehdään.

Referenssi Circle K
- Tehokas esivalinta
- Parempia valintapäätöksiä
- Tekniset integraatiot
Implentation of a Situational Judgement Questionnaire for screening practices
Related documents
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- Case study:2018Hiring the best talent for BeiersdorfIntegrating online assessment with an applicant management system
- Case study:2018Jurys InnHighlighting personality characteristics that deliver the brand
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- Case study:2016Dubai Duty FreePresentation from The Global Retail and Hospitality Talent Summit
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- Case study:2015Dubai Duty FreeDelivering rapid growth at Dubai Duty Free
- Case study:2015ElkjøpPresentation from cut-e networking event
- Case study:2015Elkjøp in the pressArticle published 27 May 2015 on OrgVue: HR Interventions with Impact: How a retailer gained €12.3m through better recruiting
- Case study:2015Sunglass HutImproved sales through better candidates
- Case study:2014/2015LuxotticaThis topic was presented at cut-e Singapore Talent Conference 2014 and at the cut-e networking event 2015
- Case study:2014ElkjøpCost-effective hiring and accurate prediction of sales staff at Elkjøp
- Case study:2013TescoPresentation from cut-e networking event
- Case study:2012MusgravePresentation from cut-e networking event
- Case study:2012SteinhoffPresentation from cut-e networking event
- Reference letter:Henkel Adhesive TechnologiesLetter of reference in Czech
- Case study:2018Airline - anonymousMore efficient, faster and stronger airline recruitment
- Case study:2018Credit SuisseMeasuring the value of assessment at Credit Suisse
- Case study:2018DaimlerGlobalising graduate recruitment
- Press release:2018Deloitte Ireland, supported by cut-e, wins award for best innovation in graduate recruitment
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- Case study:2018Hiring the best talent for BeiersdorfIntegrating online assessment with an applicant management system
- Case study:2018Innovative, diversity-supporting and brand-differentiating graduate selection at Deloitte Ireland
- Case study:2018Jurys InnHighlighting personality characteristics that deliver the brand
- Case study:2018NationwideEscaping from traditional graduate selection
- Case study:2018Securitas DirectIdentifying sales talent who will succeed and stay longer at Securitas Direct
- Press release:2018Siemenscut-e and Siemens win European Excellence Award in HR
- Case study:2018Transcom - Tenure to improve performance and reduce costsPredicting tenure to improve performance and reduce costs at Transcom
- Case study:2018Verifying the value of hiring assessments for a recruitment and staffing agency
- Case study:2018VodafonePartnering with Vodafone to connect young people to relevant digital jobs
- Case study:2018VodafoneRevolutionising assessment centres for a seamless experience at Vodafone
- Case study:2017A fair assessment solution for the diversity and inclusion of talent agendaUnderstanding the applicant pool and ensuring fairness
- Case study:2017Credit SuisseA comprehensive study demonstrates the benefits of assessment
- Case study:2017Determining applicants with the highest sales potential
- Case study:2017EricssonStreamlining assessment for efficiency, better user experience and demonstrable ROI at Ericsson
- Case study:2017fortec motorsportsUsing assessment insights to create a motor racing 'dream team'
- Case study:2017MSC CruisesReduced time-to-hire and cost savings at MSC Cruises: the impact of online assessment
- Case study:2017Vodafone SpainEngaging applicants and showcasing technology at Vodafone
- Case study:2016Burger KingPresentation from The Global Retail and Hospitality Talent Summit
- Case study:2016DellImproving sales competence at Dell
- Case study:2016Dubai Duty FreePresentation from The Global Retail and Hospitality Talent Summit
- Case study:2016ElkjøpPresentation from The Global Retail and Hospitality Talent Summit
- Case study:2016localsearchPredicting top sales performers at localsearch
- Case study:2016O2 TelefónicaPresentation from The Global Retail and Hospitality Talent Summit
- Case study:2016Open GridOpen Grid Self Assessment promotes the self-directed development for promising employees
- Case study:2016Parks and ResortsPresentation from The Global Retail and Hospitality Talent Summit
- Case study:2015Aer LingusPresentation from Aviation Summit 2015
- Case study:2015Burger KingSelecting future leaders to realise strategy
- Case study:2015CanonTailored and role-specific online assessment
- Case study:2015Crédit AgricolePresentation from cut-e networking event
- Case study:2015Crédit AgricoleFaster access to better assessment information
- Case study:2015Credit SuissePresentation from cut-e networking event
- Case study:2015DellPresentation from cut-e networking event
- Case study:2015Dubai Duty FreePresentation from cut-e networking event
- Case study:2015Dubai Duty FreeDelivering rapid growth at Dubai Duty Free
- Case study:2015ElkjøpPresentation from cut-e networking event
- Case study:2015Elkjøp in the pressArticle published 27 May 2015 on OrgVue: HR Interventions with Impact: How a retailer gained €12.3m through better recruiting
- Case study:2015EtihadPresentation from Aviation Summit 2015
- Case study:2015GeneraliMade-to-measure sales assessment at Generali
- Case study:2015Hamburg CityThe Free & Hanseatic City of Hamburg backs innovation in staff selection
- Case study:2015OctapharmaPresentation from cut-e networking event
- Case study:2015OctapharmaDriving change in recruitment at Octapharma
- Case study:2015PwCPresentation from cut-e networking event
- Case study:2015Rochus MummertSelecting European scholarship students
- Case study:2015Salzburg AGIdentifying talent for the future at Salzburg AG
- Case study:2015SiemensGoing mobile: Siemens supports school leaver career planning
- Case study:2015SiemensPresentation from cut-e networking event
- Case study:2015Sunglass HutImproved sales through better candidates
- Case study:2014/2015LuxotticaThis topic was presented at cut-e Singapore Talent Conference 2014 and at the cut-e networking event 2015
- Case study:2014AlargaSupporting diversity and colour-blind recruitment pro bono
- Case study:2014AllianzAttractive and efficient sales selection
- Case study:2014AzelisUnderstanding management capability through audit
- Case study:2014BeldenSetting up a new global selection process
- Case study:2014easyJetRetaining the competitive edge
- Case study:2014ElkjøpCost-effective hiring and accurate prediction of sales staff at Elkjøp
- Case study:2014Secure Payment ProviderIdentifying better sales professionals for secure payment provider
- Case study:2014Secure Payment ProviderImproving Sales Manager Selection for a secure payment provider
- Case study:2013easyJetPresentation from cut-e networking event
- Case study:2013O2 TelefonicaPresentation from cut-e networking event
- Reference letter:2013PeopleGate s.r.o.Letter of reference in Czech
- Case study:2013RicohPresentation from cut-e networking event
- Reference letter:2013STILL Czech
- Case study:2013TescoPresentation from cut-e networking event
- Case study:2013Volksfuersorge GeneraliPresentation, cut-e networking event
- Case study:2012Aer LingusPresentation from cut-e networking event
- Case study:2012CommerzbankPresentation from cut-e networking event
- Case study:2012DellPresentation from cut-e networking event
- Case study:2012DNBPresentation cut-e from cut-e networking event
- Case study:2012MusgravePresentation from cut-e networking event
- Case study:2012SiemensPresentation from cut-e networking event
- Case study:2012SteinhoffPresentation from cut-e networking event
- Case study:2012STILLPresentation from cut-e networking event
- Reference letter:2012Toyota Peugeot Citroën Automobile CzechLetter of reference
- Case study:2010Credit SuissePresentation from cut-e networking event
- Case study:2010Deutsche TelekomPresentation from cut-e networking event
- Case study:2010easyJetPresentation at cut-e networking event
- Case study:2010Electricity Supply BoardPresentation from cut-e networking event
- Case study:2010ManpowerPresentation from cut-e networking event
- Press release:2009EADS/ AirbusMajor International Contract for Loughrea, Co Galway Company
- Case study:2003BertelsmannOptimising recruitment to meet business objectives
- Reference letter:2003ISG personal managementLetter of reference in Czech
- Case study:EADSEADS takes off with cut-e
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- Case study:2018Parks and ResortsCreating a world-class customer experience at Parks and Resorts
- Case study:2018Transcom - Tenure to improve performance and reduce costsPredicting tenure to improve performance and reduce costs at Transcom
- Case study:2016Parks and ResortsPresentation from The Global Retail and Hospitality Talent Summit
- Case study:2015OctapharmaPresentation from cut-e networking event
- Case study:2015OctapharmaDriving change in recruitment at Octapharma
- Case study:2013NefabPresentation from cut-e networking event
- Reference letter:2013STILL Czech
- Case study:2012DNBPresentation cut-e from cut-e networking event
- Case study:2012STILLPresentation from cut-e networking event
- Case study:2010ManpowerPresentation from cut-e networking event
Tiesitkö? Arviointibarometrin tulokset kertovat:
- Lähes puolet yrityksistä analysoi hakijatietoa: 45% ilmoitti, että heidän organisaatiossaan on käynnissä Big Data -projekteja.
- Hakijoiden seurantajärjestelmän (ATS) käyttö – miten saada enemmän irti integroidusta tiedonkulusta: 23% vastaajista, joilla on Big Data -projekti käyttää hakijoiden seurantajärjestelmää sen tukena.
- Järjestelmäintegraation käyttö on yleisintä Ruotsissa, Ranskassa, Irlannissa ja Slovakiassa, joiss noin kolmannes käyttää ATS-järjestelmää.
- Niistä, joilla on käytössä ATS, vain 28% integroi arviointinsa siihen.