844-655-1545 | Questions? Click to book a one-on-one, 100% FREE conversation
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.
Step
1
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.
Step
2
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.
Bottom of page 1 Comprehensive Selection Report
Step
3
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.
Page 2 Comprehensive Selection Report
Step
4
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.
Page 3 Coaching Report
Step
5
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.
Step
6
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.
Page 8 Comprehensive Selection Report
Other Reports That You Can Use In Your Hiring Decision
All of these reports are included at no additional cost.
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
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
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
A complete reference to the strategy and science behind the PXT Select along with detailed descriptions of every PXT Select report.
Candidate 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
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
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:
Checkpoint 360
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
feedback.
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
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™ 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.