Frequently Asked Questions about PXT Select™
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.
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.
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.
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 the scores of 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.
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. PXT also allows you to create your own Performance Model for any given position. If your organization has a customer service role that is in a unique industry and requires a specialized trait, you can create your own model based off of your current team and high performers.
Every performance model from the Library went through a validation study and used real-world performance data. Based on this validation study, the library is predictive of job performance, and by extension, the degree of candidate fit for a position.
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.
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.
- 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.
- NEW! 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.
Hiring managers are now able to earn a PXT Certification. If you would like to take time to fully learn how PXT works and spend time diving deep into all of the reports, we hope you consider this certification course.
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.
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.
For the best results, candidates may only use a calculator.
We understand some of the questions are difficult, but in order for the assessment to provide the most precise and significant data, we encourage you to have the candidates take the assessment in an environment that you an control their access materials during the test.
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.
Through research studies, there is no evidence adverse impact in assessment results based on 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.
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.