We offer PXT Select assessment testing that empowers you to hire smarter by using scientifically validated assessments and actionable data to select the right people for the right role.
Why Assessments are Important
PXT Assessments are a powerful tool that empowers HR professionals to make informed hiring decisions, optimize talent management, and foster a productive and engaged workforce. Its interconnected approach and data-driven insights create a solid foundation for making well-informed hiring decisions critical for an organization’s success.
PXT Assessments play a pivotal role in modern HR practices for several compelling reasons:
- Higher predictive validity with a more comprehensive view of candidate’s potential performance in specific roles.
- Objective data and insights about candidates to make more informed objective data driven hiring decision making that reduce the risk of biased or subjective evaluation.
- Optimized talent management where HR can create personalized training and development plans leading to improved employee performance and growth in the organization.
- Reduced Turnover and enhanced retention by hiring individuals who align well with the organizations culture and job requirements.
- Streamlines the hiring process to make it efficient and effective.
- Utilizing the assessment ensure that hiring practices are fair, consistent, and compliant with applicable regulations.
- Gives you a competitive advantage because a well-structured and evidence-based hiring process elevates an organizations reputation and employer brand.
Benefits of PXT Assessments
- Make objective data driven hiring decision.
- Enhance candidate evaluation.
- Reduce hiring time and cost.
- Improve employee retention.
Our Process
To effectively utilize PXT Assessment within your HR practices, it’s crucial to follow a well-defined process that encompasses the pre-assessment, assessment, and post-assessment phases.
Pre-assessment Phase – Identifying Job and Hiring Requirements
- Clearly define the knowledge, skills, abilities, and other attributes required for the target role. This forms the foundation for the assessment criteria for the performance model.
- We create a Performance Model which is a snapshot of the preferred traits for your given job. It reflects the Ideal Candidate for the role. It shows the positions ranges for each of the Thinking Style and Behavioural Trait scales.
- We would meet with you to do a Job Analysis and define the hiring criteria. We use existing performance models with a combination of your job description and the Job Analysis to create the performance model.
Assessment Phase – Administer the Assessment
- Present the assessment to candidates in a controlled and standardized manner. The assessment experience begins with a brief orientation video. It takes approximately 60 minutes to complete. The testing is computer adaptive and the difficulty of the exam tailors itself to the candidates level of ability.
Post-Assessment Phase – Scoring and Interpreting Results
- Analyze candidates’ assessment responses using established scoring protocols. Interpret the results to understand their strengths, weaknesses, and overall fit for the target role.
- Provide feedback to candidates – Offer candidates constructive feedback based on their assessment results. This feedback can help them understand their performance, gain self-awareness, and identify areas for improvement.
- Utilize results for decision-making. We provide comprehensive selection reports and coaching reports. The comprehensive Selection Report which is the primary report to use for selection purposes. It provides the candidates results in graph and a narrative form and compares those results to the performance model. All terminology is defined, so there is not interpretation needed beyond the report itself. The report includes customized interview questions.
- Incorporate the assessment results into your overall candidate evaluation process. Use the data to inform hiring decisions, talent development strategies, team building efforts, and performance evaluations.
Reasons to Use Assessments
Hiring
Pre-employment screening – Talent acquisition and selection – assess candidates fit with job demands, team dynamics, organizations culture.
Succession Planning – identify potential internal candidates to fill key leadership roles.
Coaching
Team Building and Development – contributes to team building and development efforts by facilitating the formation of cohesive, high-performing teams.Employee Performance Evaluation – to develop employees’ performance by identifying areas for growth, provide targeted training and development opportunities.
