What Is the Difference Between Aon and Cut-e Tests?
What is the Aon (Cut-e) Test?
The Aon (formerly Cut-e) test is a suite of pre-employment assessments used by companies to evaluate candidates’ cognitive abilities, personality traits, and workplace behaviors. These tests include numerical reasoning, verbal reasoning, logical thinking, gamified cognitive tasks, and situational judgment tests. Aon acquired Cut-e in 2017, but the test formats remain the same. Known for their short duration, mobile-friendly design, and adaptive difficulty, Aon tests are used by global employers like Deloitte, Airbus, and Vodafone to identify top talent efficiently.
When preparing for job assessments, candidates often encounter terms like “Aon test” and “Cut-e test.” These names can be confusing—especially when they seem to refer to similar types of exams. So, what exactly is the difference between Aon and Cut-e tests?
The truth is, there is no real difference between Aon and Cut-e tests. They are essentially the same suite of pre-employment assessments, but branded differently over time. Here’s everything you need to know about how they relate, what kinds of tests they include, and how to prepare for them effectively.
Aon vs. Cut-e: Understanding the History
Cut-e was originally a European-based psychometric test provider offering innovative, data-driven assessments used by companies to evaluate candidates during the hiring process. The company gained popularity for its mobile-first design, short test formats, and interactive assessments that evaluated cognitive ability, personality, and workplace behaviors.
In 2017, Aon, a global HR and risk management firm, acquired Cut-e to enhance its talent assessment solutions. Since then, all Cut-e assessments have been offered under the Aon Assessment Solutions brand.
So if you hear “Cut-e test” or “Aon test,” they both refer to the same family of assessments—with the only difference being branding.
What Are Aon (Cut-e) Tests Used For?
Aon/Cut-e tests are used by thousands of companies worldwide to:
Screen job applicants early in the recruitment process
Identify top-performing candidates
Match personality and cognitive strengths with job roles
Predict long-term performance and cultural fit
These tests are especially popular in industries like banking, consulting, IT, aviation, telecommunications, and retail, and are used by companies like Deloitte, Lufthansa, Airbus, and Siemens.
Types of Aon (Cut-e) Tests
The Aon/Cut-e assessment suite includes several categories of tests. Here are the most common types:
1. Cognitive Ability Tests
Numerical Reasoning (scales eql, scales tmt): Measures your ability to interpret data from graphs and tables.
Verbal Reasoning (scales verbal): Assesses your understanding and evaluation of written information.
Logical Reasoning (scales cls, scales ix): Tests your pattern recognition, deductive, and inductive thinking.
2. Gamified Assessments
smartPredict series: Game-style tests that assess spatial awareness, decision-making, and memory in a fun, engaging format.
3. Situational Judgment Tests (SJTs)
Simulate real workplace scenarios where you must choose how to respond. These tests evaluate judgment, communication style, and problem-solving skills.
4. Personality Questionnaires
ADEPT-15 and shapes test: Measure personality traits and values to assess fit with team culture and job role.
5. Skills and Accuracy Tests
Includes attention to detail, multitasking, and error detection exercises.
Unique Features of Aon (Cut-e) Tests
Short Duration: Most tests take 5–15 minutes.
Mobile-Friendly: Tests are optimized for mobile devices.
Adaptive Testing: The difficulty level adjusts based on performance.
Data-Driven Scoring: Scores are benchmarked against large datasets.
These features help employers test a large number of applicants efficiently while maintaining a positive candidate experience.
How to Prepare for Aon (Cut-e) Tests
Practice Timed Tests: Time pressure is a major challenge. Use online practice platforms to simulate test conditions.
Familiarize with Game Mechanics: Some Aon tests are gamified—understanding the rules and practicing game formats will give you an edge.
Work on Accuracy and Speed: Many assessments focus on how fast and accurately you complete tasks, especially for numerical and error-checking tests.
Use Sample Questions: Practicing real Aon-style questions is key to success.
Take Personality Assessments Seriously: Answer honestly, but also with the job role in mind. Some traits are more aligned with leadership or team roles.
Companies That Use Aon (Cut-e) Tests
Many global employers rely on Aon’s assessments as part of their recruitment process. Examples include:
Deloitte
Procter & Gamble
Airbus
Allianz
Vodafone
KPMG
UniCredit
Lufthansa
Whether you’re applying for a graduate program or a management position, chances are you’ll encounter an Aon (Cut-e) assessment if you’re applying to a multinational company.
FAQ
Most Aon assessments are designed to be short and efficient. Individual tests typically last 5 to 15 minutes, depending on the format and type of skill being measured.
Aon tests can be challenging due to time pressure and adaptive difficulty. The complexity of questions increases based on your performance, making preparation and practice essential.
Yes. Practicing sample questions that mimic Aon’s unique formats—such as mobile-optimized layouts and gamified tests—can significantly improve your performance. Many online platforms offer free and paid Aon-style practice tests.
There’s no universal pass score. Employers set their own benchmarks depending on the role and the type of test. Some may look for top percentile performance, while others compare your results to job-specific profiles.
Yes, many Aon assessments use gamified elements, especially in their smartPredict series, which test cognitive skills in a game-like format to enhance user engagement and reduce test anxiety.
