How To Use
PXT Select Results
To Make A Hiring Decision

Use This Step By Step Guide To Use The PXT Select Assessment
Results In Your Hiring Process

WARNING: Never use the results or scores from the PXT Select as your only decision factor. The results should never be more than 1/3 of your decision.



Generate Your Reports

The steps on this page assume that you have a Performance Model for the position and that at least one candidate has completed the PXT Select.

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Check Distortion

It's rare, but sometimes people give "socially desirable" answers.

When taking the PXT Select, some candidates may answer in a way that is socially desirable  or they think makes them look better, rather than respond candidly and risk disapproval. In other words, they may “distort” their responses.

PXT Select™ flags instances when it’s possible that a candidate may not have been completely candid in responding to the assessment. Although it’s useful to know whether distortion was likely, it cannot be detected with absolute certainty.

Therefore, a report of “distortion” should never be treated as absolutely certain. Instead, the possibility of distortion is flagged so that the hiring manager can place extra emphasis on the interview to assess whether the candidate’s experiences align with their assessment results.

A statement about distortion will appear on the Comprehensive Selection and Coaching reports.

For the most part, you won’t have to deal with this distortion flag—it's very rare. But now, when it does happen, you know what to do about it.

PXT Select Distortion

Bottom of page 1 Comprehensive Selection Report

Make Every Hire Count With The PXT Select™

Leverage Data Driven Insights For Successful Hiring



Look For Mismatches

Use the Comprehensive Selection Report

The green and blue bars are the Performance Model (target ranges) for the job. The two letters are the candidate's initials and show where they score compared to the Performance Model.

Look for places where the initials are not on the performance model.
This indicates a potential weakness of the candidate compared to the requirements of the job and it should be explored in the next interview.
Higher scores are not better than lower scores. The important thing is that the initials fall into the shaded area that indicates the Performance Model.
Check the PXT Select Quick Reference guide for more information about what each scale means.
Review pages 3-7 of the report for more information about the person compared to the model.
PXT Select Performance Model Example

Page 2 Comprehensive Selection Report

Remove Bias With Objective Data

Fairness In Hiring Is A Click Away



Take A Deeper Dive

Use the Coaching Report to find out more.

The Coaching Report is useful in the hiring process because it gives you additional description about how the candidate will function in the job. It also gives you advice about how to manage them to compensate for any weaknesses if you hire them.

Note: it is rare for a candidate to match a Performance Model exactly, so review this management advice as part of your hiring decision process.

Starting on page 3, review each of the scales and read the "What you need to know about ____" section.
Consider how this way of thinking or behavior will impact the performance of the candidate if you hire them.
These statements can also provide you insight into how the candidate will match the culture of your organization.
Read the management tips for insight on how to manage the candidate. Discuss this with the hiring manager to see whether they can manage this way.
PXT Select Management Tips

Page 3 Coaching Report



Review The Leadership Report

If the position is not a leadership position, skip this step.

Use the PXT Select Leadership report to compare candidates to six universal leadership skills and use the customized leadership related interview questions to explore their strengths and challenges so you can make a more informed hiring or promotion decision.

Think about the leadership styles and characteristics that will work best in your organization and how well this candidate compares to what is right for you and your company.

We recommend this for both external candidates and internal candidates you are considering any position that requires leadership skills.

PXT Select Leadership Report

Take The Guesswork Out Of Hiring

Experience The Accuracy Of The PXT Select



Use This Information
In An Interview

To help you make a more informed decision.

Remember that the PXT Select should never be used as the only factor in a hiring decision. Use the information from these reports to guide you during the next interview.

Use the interview questions starting on page 8 of the Comprehensive Selection report during the interview. The first three sets of questions are designed to help you explore potential weaknesses of the candidate compared to the Performance Model.
The next three sets of questions (starting on page 9) help you to explore strengths.
If you have used the Leadership report, add any questions related to leadership you want to explore with the candidate.
Use the "Listen For" advice during the interview as a guide.
Think about any insights you have gained from reviewing the coaching report and create questions to add to your standard interview questions.
PXT Select Interview Questions

Page 8 Comprehensive Selection Report

Your Key To Cohesive and Productive Teams

Revitalize Your Team Dynamics!

Other Reports That You Can Use In Your Hiring Decision

All of these reports are included at no additional cost.

Multi Candidate Report

Multi Candidate Report

Use the Multi-Candidate report to get an overview of how candidates compare to each other and the requirements of the job as specified in the Performance Model that has been created for the position.

Manager-Employee Report

PXT Select Manager-Employee Report

Use the Manager- Employee report during your hiring process to see how the candidate and their manager will interact with each other.

Sometimes a mismatched manager / employee relationship can create conflict and frustration that causes the employee to look for another job.

Team Report

PXT Select Team Report

Use the Team report during your hiring process to see how the candidate will interact with other potential team members.

You can even generate different versions of the report with the candidate as a member of different teams to see if they will fit a different team better.

Additional Resources

These are not directly related to the hiring process, but enable you to learn more about the PXT Select.

PXT Select Guide

PXT Select Report Guide

A complete reference to the strategy and science behind the PXT Select along with detailed descriptions of every PXT Select report.

Candidate Orientation Video

PXT Select Orientation Video

This video is shown to every candidate before they start the assessment and explains what they are doing and why.

PXT Select Certification Program

PXT Select Certification Brochure

Through the PXT Select Expert Practitioner Certification program, you gain the knowledge, expertise, and strategies to fully utilize PXT Select as a comprehensive talent management tool.

As an Expert Practitioner, you become your organization’s trusted advisor for making informed talent decisions that drive long-term business results.

Upon successful completion of this course, you will receive the credential of PXT Select Expert Practitioner.  You can also earn 12 professional
development credits (PDC) from the Society
for Human Resource Management (SHRM).

Other Assessments Add Value

These special purpose assessments are designed to meet specific needs within your organization. 

Customer Service

Customer Service Hiring Assessment Report

The Customer Service Profile is designed specifically for hiring for customer service positions.

It can be used with or without the PXT Select to add objective data to your existing hiring process by measuring how well a person fits the six behaviors that create outstanding customer service. Industry specific versions available:

Financial services
Call center
General purpose

Checkpoint 360

Using Assessments For Leadership Development

The CheckPoint 360°™ is a leadership assessment
used primarily to evaluate the effectiveness of
your managers and leaders. This survey
combines feedback from direct reports, peers,
supervisors, and even customers,
with a personalized program for developing specific leadership skills based on that

This process highlights a manager’s job performance in eight Universal Management Competencies: communication, leadership, adaptability, relationships, task management,
production, development of others, and personal development.

Communication Styles

Communication Styles Assessment

Sometimes our natural tendencies serve us and the organization well, but sometimes there are real – and potentially disastrous – problems caused when everyone does what comes naturally.

Communication Styles 2.0™ For Teams focuses on identifying these natural communication tendencies, strengths, and weaknesses, and provides immediately useful strategies to improve team communication.

With Communication Styles 2.0 you can assess the communication style of any person, team, or organization and have actionable information in minutes!

Each of these assessments is provided by and supported by Paul Endress and HR Strategies Today.
Call or email to find out more or start a discussion.

HR Strategies Today is dedicated to helping organizations of all sizes use the latest advances in technology and psychology to hire, develop, and retain high performing employees and teams.

PXT Select Partner

PXT Select™ is a registered trademark of John Wiley & Sons, Inc. All rights reserved.
HR Strategies Today / Maximum Advantage is a PXT Select certified partner.

Paul Endress is a PXT Select Certified Professional

Because of the variety of factors involved in a successful hire, no assessment including the PXT Select, can accurately predict all hiring outcomes and should never be more than 30% of your hiring decision. Our testimonials are representative composite comments from many clients.