Think about a business like a basketball team. You have leadership positions – the coach, general manager, etc. and you have the players. And in order to cultivate success on your team, you need talented, hardworking leaders and players.
It’s the same in business – you need to hire the right people for the job at every level. Do they have the knowledge and the soft and hard skills to thrive in their position? It can be difficult to tell from a resume, cover letter, or even a job interview.
But now there is a better way to assess potential candidates for a job – the PXT assessment. Unfamiliar with PXT assessments? No problem! Read the article below to learn everything you need to know about using PXT assessments to make better hiring decisions.
What Is a PXT Assessment?
A PXT assessment is a series of questions to measure an individual’s abilities, behaviors, and interests. It is not a measure of absolute intelligence but instead is designed to determine whether the individual has the traits needed for the job he or she is applying for.
PXT assessments can be used in any field and for any position. They are customized based on the specifications of the job. For example, a PXT assessment for a senior marketing manager would have different questions than for an entry-level research scientist.
There are also generic PXT assessments that companies can use for basic work-related values and skills. If you think that a PXT assessment could be useful for your company, keep reading to learn more about PXT select assessments and how to use them.
What Is PXT Select Assessment?
A PXT select assessment is specific series of PXT assessment profiles and reporting options. Below are the steps to building, distributing, and analyzing a PXT select assessment.
Step 1: Establish a Performance Model
To create a meaningful PXT select assessment you need a performance model. The performance model defines an ideal candidate using benchmarks in thinking style, behavior, and interests. The performance model is specific to the industry and position.
The benchmarks and performance model are created based on a number of factors including:
- Data on current employees
- Existing performance model data
- Data from job analysis survey(s)
Once the performance model is complete, it’s time for the candidate to take their PXT assessment.
Step 2: The PXT Select Assessment
The candidate will complete the PXT assessment questions online. The questions are selected using adaptive testing. Adaptive testing selects questions from a bank of hundreds of potential assessment questions based on the candidate’s answers to previous questions.
Adaptive testing streamlines the testing process and gives more useful results to the hiring party. PXT select assessments can take anywhere between 30 and 60 minutes to complete.
Step 3: Results and Reporting
Once the candidate completes the PXT select assessment, results are processed immediately. The hiring company or manager can choose the type of report they wish to see for each candidate. Here are a few examples of PXT select assessment reports:
- The Comprehensive Selection Report
- The Coaching Report
- The Individual Feedback Report
- The Leadership Report
- The Sales Comprehensive Selection Report
- The Sales Coaching Report
- The Sales Individual Feedback Report
Results from a PXT select assessment are usually organized into sections. For example, a report could have a section for thinking style, behavioral traits, and interests. It might also have an “overall fit” score that takes into account all of these sections together.
The report shows how the candidate measures up against the performance model. It is up to the employer how important each of those areas is. Even though the assessment reports have quantitative data, the PXT select assessment doesn’t separate people into “higher scores” and “lower scores”. It shows the hiring party how well the individual fits into the model.
How to Use PXT Select Assessments
Whether you are a new or experienced hiring manager, the PXT select assessment is useful. It helps ensure that the company and the candidate are going to be successful.
But how do you read the assessment report and how does it translate into hiring? Great questions!
The performance model is just a model. It helps inform hiring decisions but doesn’t make the decisions for you. There may be other factors to consider beyond what you can see in the assessment.
For example, you might have a candidate that is an 85% fit in thinking style and behaviors but only a 30% fit for interests. Is it possible that the candidate could still be a successful addition to the team? Maybe – but that’s up to you to decide.
Or you may have a candidate that seems like a great fit but their assessment shows that they are reserved and work best autonomously. If the job requires a lot of socialization and teamwork, these two pieces of data could be a deal-breaker.
PXT select assessment reports require further analysis and are best used as part of a multi-faceted hiring process. No one knows the company better than the people that already work there!
Industries Using PXT Select Assessments
Whether you have a small family business or a large number of employees, you can use the PXT select assessment. Here are some of the industries that use PXT select assessments:
- Real estate
- Health services
No matter what type of business you have or what type of position you are hiring for, consider using PXT select to make the process easier.
Start Using PXT Assessment Today
People are a business’s most valuable resource. So be sure you’re hiring the right ones by using a PXT assessment. You may be able to find a PXT assessment practice test online but the best way to get started is by working with experienced business consulting services.
At Positively People we help family and non-family run businesses execute the PXT assessment process from beginning to end. Check out our website for more information or contact us with any questions you may have.