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New model and assessments help employers recruit for digital readiness

To help employers assess the ‘digital readiness’ of job applicants, and create a digitally-capable culture, a new competency model and a new package of psychometric tests have been launched by assessment specialist cut-e.

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Digital readiness is the attitude and ability that enables employees to embrace technology, collaborate with others and work effectively in a modern, digital environment. It is one of the European Union’s key competencies for lifelong learning. Research by cut-e reveals that 11 specific digital competencies are important in today’s workplaces. The company’s new model includes the distinctive behaviours and attitudes, associated with each competency, that are essential for success.

“Many people wrongly assume that digital readiness means being proficient with technology,” said Dr Achim Preuss, Chief Technology Officer at cut-e. “It’s not about whether you can use Excel or mobile devices. Digital readiness is a vital success factor and a strategic priority for every organisation. It involves communicating, performing tasks, managing information, creating content, sharing knowledge and working with others in a digital context. The necessary competencies and requirements cannot be easily measured by conventional assessment processes. We’ve specifically developed a new model and assessment package to enable employers to conduct competency-based recruitment, so they can predict which of their job applicants will be efficient and effective digital workers.”

The 11 digital competencies in cut-e’s new model include three core competencies: learnability, agility and curiosity. These are supported by eight other competencies: drive to succeed; handling data; strategic solutioning; business acumen; virtual collaboration; digital communication; mental endurance and a coaching mindset.

cut-e has adapted its personality questionnaire and a cognitive ‘executive attention’ ability test to enable organisations to assess for these key competencies. These two assessments automatically generate a feedback report which highlights each candidate’s proficiency in each competency, as well as their overall strengths and their areas for improvement.

“Fundamentally, the way that people interact in the workplace has changed,” said Dr Preuss. “Employees are increasingly expected to connect with others and collaborate in different settings, liaising with different stakeholders, and this has driven the demand for digital readiness. However, some organisations don’t realise the scale of the challenge they face in implementing this change. Our new competency model and assessment package can help to instigate a new way of working by recruiting digitally-savvy employees who will thrive in a 21st century workplace.”

For further information about assessing for digital readiness, please visit https://www.cut-e.com/advisory/digital-readiness-assessment