CUT-E Test

The cut-e test, also known as Aon’s assessment, is a set of psychometric assessments used by companies during the hiring process to evaluate various skills and competencies of potential employees. These tests are designed to help employers predict a candidate’s ability to perform in a job role based on their cognitive abilities, behaviors, and personality traits.

Here are the common types of cut-e tests:

  1. Shapes (Inductive-logical thinking): This test assesses logical reasoning, often through pattern recognition. Candidates are usually presented with a series of shapes and must identify the underlying pattern to predict the next shape in the sequence.
  2. Scales Numeracy (Numerical reasoning): This test evaluates the ability to deal with numerical information (often business-related). This might involve interpreting data from tables, charts, or simple arithmetic.
  3. Scales Verbal (Verbal reasoning): Candidates are assessed on their ability to understand and analyze written information and draw conclusions accurately. This might involve assessing statements based on a given passage and determining whether they are true, false, or impossible to conclude based on the text.
  4. Scales SJT (Situational Judgement Test): This evaluates decision-making skills and the ability to choose the most appropriate action in workplace situations. It presents realistic scenarios candidates might encounter in the workplace.
  5. Scales e3+ (Concentration and attention): This test measures a candidate’s ability to concentrate through various repetitive tasks that require accuracy and focus.
  6. Scales mem (Working memory test): It assesses the ability to temporarily store and manage information required to carry out complex cognitive tasks.
  7. Scales clues (Deductive reasoning): This test evaluates logical thinking using deductive reasoning. It often involves rules that need to be applied to determine the correct answer.
  8. Personality Questionnaires: These assess behavioral tendencies and personality traits relevant to the workplace. They help determine if a candidate’s personality fits the company culture and role requirements.
  9. Motivation Questionnaires: These questionnaires assess what motivates a candidate, helping to determine if they will be satisfied and engaged in the potential role.

Preparation for these tests should involve:

  • Practice: Regular practice can significantly improve your speed and accuracy.
  • Understand the test format: Familiarizing yourself with the test format will help you know what to expect, reducing anxiety, and improving performance.
  • Time management: Most of these tests are timed. It’s crucial to manage your time effectively to answer as many questions as possible accurately.
  • Read instructions carefully: Each test might have different instructions, and understanding them is key to answering correctly.

Remember, these tests are just one part of the selection process, and performance is considered alongside other factors like experience, qualifications, and interviews.