The PXT Select™ Assessment

Build Performance Models to Determine Job Fit

So what is job fit?

Ultimately, finding out if a candidate is the right fit for the role is the end goal of any hiring process. When a person’s interests, cognitive skills, and behavioral style are in line with their position, they are engaged, productive, and effective. 

Astonishinglya recent Gallup Survey discovered that only 13% of employees around the world feel engaged in their job.

PXT helps determine job fit by taking a candidate’s assessment results and comparing them to a researched and validated performance models.

What's a performance model?

Think of performance models as a blue-print for a successful candidate in your position. Performance models are templates of jobs based on traits of people who were successful in those jobs. Most importantly, they were created using thousands of individuals, case studies, and Department of Labor databases of successful people who work in these positions.

Can I create my own performance model?

Yes! PXT allows you to build your own performance model off of data from your current employees, or you can tweak a current model to better fit your specific position. 

How is the candidate tested?

The PXT Assessment takes about 60-minutes to complete and it uses Computerized Adaptive testing to ensure accuracy and precision. PXT tests your candidate in the following ways:

Thinking Style

Measures cognitive ability, or how a person processes and communicates information. This includes vocabulary, mathematical concepts, and problem solving ability.

Behavioral Traits

Measures behavioral preferences. Behavioral preferences influence our behaviors. Nine different traits are measured in the PXT Select assessment.

Interests

Measures interest in six different areas that have been identified to be effective in describing people's motivation and potential satisfaction with their jobs.

Thinking Style

When PXT measures a person’s thinking style, it’s really measuring how a person processes information: 

  • Verbal Skill is the measurement of vocabulary; respondents identify synonyms to words. 
  • Verbal Reasoning is the measurement of a person’s ability to use words to solve problems (respondents complete analogies).
  • Numerical Ability is the measurement of how a candidate solves numeric problems and performs calculations.
  • Numerical Reasoning is the measurement of how a candidate uses numbers as a basis of problem-solving. 

We are frequently asked if a candidate can skip the math portion of the assessment because their job won’t require them to use math. Math is included on every assessment because it is a good indicator of someone’s ability to solve problems. However, because the assessment uses adaptive testing, if someone is not strong in math, they won’t get loads of those types of questions.

Behavioral Traits

Similarly to behavioral assessments like DiSC or Myers-Briggs Type Indicator (MBTI), PXT identifies a person’s work-related preferences and behaviors. Where DiSC measures 2 points of a person’s behavior and MBTI measures 4 areas, PXT measures a person in nine distinct areas:

PXT Select Behavioral Measurements:

  • Pace
  • Assertiveness
  • Sociability
  • Conformity
  • Outlook
  • Decisiveness
  • Accommodation
  • Independence
  • Judgment

Interests

PXT includes 6-broad categories which were derived from the Department of Labor’s occupational interests. This section of the report essentially asks what does a candidate get excited about?
  • Enterprising – Enjoys leadership, presenting ideas, and persuading others
  • Financial/Administrative – Enjoys working with numbers and organizing information
  • People Service – Enjoyment of collaboration, compromise, and helping others
  • Technical – Enjoys learning technical material, interpreting complex information, and solving problems
  • Mechanical – Enjoys building and repairing things, working with hands and using machinery and tools
  • Creative – Enjoyment of imaginative and artistic activities

What does PXT Select Cost?

Quantity Pricing

PXT is designed to not clog your hiring funnel. We recognize that there are many geographical areas and industries where there is a real shortage of candidates. Adding a selection assessment could lengthen your hiring process depending on how many decision-makers are involved in the process. For that reason, you are only charged when a PXT Select assessment is scored.

The PXT testing environment can allow your candidates to take the assessment before you decide if you want to look at their data. If you decide to ultimately pass on a candidate that has taken the PXT test and you didn’t score their results, you are not charged for the assessment.

One meter scores one PXT Select assessment.

PXT Select’s price starts at $295 per scored assessment. Included in the cost are all reports and unlimited performance models. There is no charge to compare a candidate against multiple performance models. Additionally, Center for Internal Change does not charge a consulting fee for this product. 

Organizations that plan to use more than 34 assessments in a year, please contact us for pricing.

30 Candidates or Less

Per year
$ 295 /Candidate
  • Validated for Hiring
  • Access to all reports
  • Start using immediately

More than 30 Candidates

Per Year
Free Quote 30+ Candidates
  • Volume Pricing
  • Access to all reports
  • Free Consultation
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