Frequently Asked Questions about the PXT Select Hiring Tool
PXT Select is your one-stop solution for hiring, on boarding, and coaching. One assessment allows you to generate an entire suite of reports. Below are the most frequently asked questions about this tool. For other inquires, please give us a call at: (847) 259 – 0005. Want an overview of the product? Check out our upcoming online and in-person showcases.
What is PXT Select?
- PXT Select helps you make personal decisions about hiring. At it’s core it is a selection assessment. PXT equips organizations and hiring managers with easy to understand information about their candidate and provides helpful clarifying questions to be used in the interview. PXT provides insights into a candidate’s cognitive abilities, behavioral traits, and interests, and offers tips about a candidate’s potential job fit.
What does PXT Measure?
- Thinking Style (numerical and written abilities), Behavioral Traits, and Interests. This represents what is described as the total person – three areas that impact an individual’s approach to situations or problems in the workplace.
What is a PXT Meter?
- A PXT Meter is a unit of currency that is used when a PXT Assessment is scored. For example, if a hiring manager sends 20 assessment invitations to potential candidates, but only wants to look at 5 of those candidates, the hiring manager has only used 5 PXT Meters. In order to run reports that include more than one person, a PXT Meter is required for each individual in the report.
What is a Performance Model?
- In general, a performance model is a template to which you compare your candidates. It is a snapshot of the preferred traits for a given job. The Performance models from our Performance Model Library are based on traits of successful people in those certain positions.
How do I know if the Performance Model from the Library correlates to the position I’m trying fill?
- Each performance model from the Library went through a validation study and used real-world performance data. This tells us that each model in the library is predictive of job performance, and by extension, the degree of candidate fit for a position.
Can I create a Performance Model?
- Yes! Hiring managers or organizations can take two different approaches to create their own Performance Model:
- Job Analysis Survey (JAS)
- This survey asks what is required for success in a given position. The results are used to customize a performance model.
- Customized Model (Concurrent Study)
- Use assessment results from successful employees to build a new model. This can be used on it’s own or in combination with a JAS. We recommend organizations use at least 30 participants to create a reliable model. ***The only way to know if the customized model correlates to the job is to run a concurrent validity study of the incumbents performance data against the new model created.
- Job Analysis Survey (JAS)
What is considered a Good Overall Fit Score?
- PXT should only account for 1/3 of an effective hiring process. All available information about a candidate should be taken into consideration before reaching a decision. For that reason, there is no ‘cut’ score. PXT is designed to give hiring managers confidence in their interview process as the assessment generates intuitive interview questions and items to listen for.
What reports are available with PXT Select?
- Comprehensive Selection Report
- Is the candidate a good fit?This report tailors interview questions and tips on ‘what to listen for’ with each candidate giving you a meaningful edge in your hiring process.
- Multiple Positions Report
- What’s the best fit for this individual?Compare an employee to multiple jobs within your organization.
- Multiple Candidates Report
- Compare with ease. View multiple candidates against a single position.
- Team Report
- See how a potential candidate fits with your current team, or address your current teams dynamics and strengths.
- Manager Employee Report
- Discover how an Employee and Manager could work more effectively together
- Individual Feedback Report
- Allow your candidates to learn from the assessment. This report doesn’t share scores, but gives your candidate a brief written summary of their results.
- Coaching Report
- Do you ever wish you had a tailored coaching report for your employees? This is your report. This report sums up your employee’s scores and then provides tips for managers on how to interact and guide the employee. As a bonus, you can pull this report against a specific performance model. Have an employee getting promoted? Their new manager will have the ability to pull this report for the employee’s new position.
- Performance Model Report
- Understand the range of scores and behaviors for the position you are trying to fill.
- COMING SOON! Leadership Report
- Understand how your candidate leads – is your candidate Bold or Deliberate? Understand how your candidate would make decisions as a leader based on six areas: Creating a Vision; Developing Strategies; Ensuring Results; Inspiring People; Being Approachable; Mentoring Others. Each area has three associated behavioral continuums so you can get key-insights into your candidate’s leadership style.
Do you offer PXT Certification?
- NEW! Hiring managers are now able to earn a PXT Certification. Email us for information and pricing.
What is Adaptive Testing?
- PXT uses adaptive testing to evaluate a candidate’s level of abilities by selecting questions based on the candidates previous answer. As an example, if a candidate answered multiple ‘medium difficulty’ questions correctly, the system would serve the candidate a series of ‘difficult’ questions. If the candidate answered those questions incorrectly, the system would direct the candidate back to ‘medium difficulty’ questions until it determines the candidates final score. This format maximizes precision while also accelerating the questioning process for the user because the questions are tailored to the users ability.
Why are there math questions? Particularly if the job has no math requirements?
- PXT assess cognitive skills as a way of gauging problem-solving abilities. Problem-solving is a large part of most jobs, and PXT uses a number of different angles to measure this including facets of numeric and verbal abilities.
Can assessment takers use outside assistance?
- They may only use a calculator.
How is PXT Validated?
- PXT is validated with best practices in psychometrics making it appropriate to use as part of the candidate selection and placement process. PXT Select follows the U.S. Dept of Labor guidelines. You should feel confident using PXT results and report information without hesitation. It should account for no more than 1/3 of your hiring process.
Does PXT show any adverse impact in the selection process?
- While there is never any proof of equality in any human decision, especially in employment selection, we do provide evidence of no adverse impact in assessment results which follows every aspect of the U.S. Dept of Labor and EEOC Guidelines for maintaining fairness in selection. These results are published in the Research Report to support the product.
How should we prepare employee’s or candidates for taking PXT?
- We recommend HR and/or managers communicate ahead of time that the PXT assessment will include questions related to cognition, behavior, and interests. For employees, we recommend telling them why they are being assessed and how the information will be used. We recommend taking current employees through the results should the organization choose to share them.