Our integration experience

cut-e has a wealth of experience integrating its products with numerous HR Information Systems (HRIS) and Applicant Tracking Systems (ATS) - both in-house developed or third party systems. Our products integrate with these seamlessly so you get the information you need, in the format and the place you want it.  

We have worked with dozens of talent management system providers across scores of such integrations - and we know exactly how to do this. So, whether you already have a talent management system in place or are currently looking to deploy a system to support your recruitment and employee management, talk to us about how your assessment information can integrate with this so you're storing and accessing information in one system.

Benefits of seamless integration

Many companies have invested, heavily, in introducing an ATS (applicant tracking system) or HRIS (HR information system) to maximise process efficiencies supporting recruitment and HR. Online Assessment is also widespread. But companies are still struggling to marry up process and psychometric data. There is a need for integration allowing assessment data to flow seamlessly into existing systems. The benefits: a seamless user-experience for the applicant and increased standardisation and quality. You can trust cut-e to deliver a smooth and reliable integration, drawing on IT, HR and project management skills to stay on track.

Checklist: how to ensure seamless integration between your online assessments and ATS / HRIS

When looking at integrating online assessment, tests and questionnaires with your ATS or HRIS, track record, expertise and knowledge are the critical success factors coupled with essential and necessary great project management and communication skills.

cut-e has an unrivalled integration project case history with dozens of implementations with ATS and HRIS systems both large and small. You can benefit from our track record by taking a look at what we know as crucial for consideration, where the common pitfalls and hurdles can be and what we know makes for success.

Having considered these areas, ask your assessment vendor about its capability to implement and support you.

Did you know? Assessment Barometer results show:

  • Talent data is analysed by nearly half of organisations. 45% indicated that a Big Data project is in place in their organisation. 
  • Use of ATS – Getting the most from an integrated data flow: 23% of respondents who have a Big Data project are supported by an Applicant Tracking System.
  • The most common deployments of integrations are in Sweden, France, Ireland and Slovakia in which around a third of the respondents use an ATS.
  • Of those who have an ATS, only 28% integrate their assessments with the system. 

ATS and HRIS systems cut-e has integrated with

So what does integration require?

Successful integration requires, typically, the ATS or HRIS platform to ‘call’ into an assessment system, deliver the assessments and reports, and store the results – based on your pre-defined assessment process.

Unlike many assessment providers, we are able to do this and provide an apparent seamless experience for the candidate; with a SSO (Single Sign-On) he or she only interacts with the one system with one verified sign-on, thereby not requiring multiple URLs and log-ins. In such a situation, the HRIS or ATS platform provides the workflow, and cut-e the assessment content. For some organisations, we integrate our assessment both with an ATS (as part of a selection process) and an HRIS (as part of post-hire or 360 degree feedback).

Successful integration also requires a strongly defined assessment process, and proven knowledge and experience in the technical standards of data interface HR-XML, security and data protection issues that these projects face – and cut-e has the relevant experience and expertise.

Last but not least, integration is successful when the system does what the client wants and enables relevant assessments for the different career paths required: ideally a range of tests and questionnaires per job type, level, skill, ability and personality dimensions important for the job. Success means working with an assessment provider who actually provides the assessments you want to use – or may want to use in the future. Even pre-application testing such as Realistic Job Previews and Situational Judgement Questionnaires can easily be integrated – if your process requires it – and your provider knows how to do it. 

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