The PXT Select™ reports show the candidate’s results on three important measures of job fit—Thinking Style, Behavioral Traits, and Interests—as compared to a Performance Model. The data provided by PXT Select helps fill the gap between the information in the candidate’s resume about his or her job experience and the information a hiring manager can gather from an interview.
The PXT Select™ Comprehensive Selection Report is the primary report used for candidate selection. This report has the most thorough view of the candidate data. The report is organized into three main parts. The first part is the Results Summary. The second provides information about the Performance Model. And the third suggests customized interview questions.
Assessment results summary
On page 2 (page 3 of the PDF below), you will find the
assessment results summary, where you can see, at a glance, how the candidate performed on the three sections of the assessment: Thinking Style, Behavioral Traits, and Order of Interests. For each section, you'll note there is a percent fit to tell you how well the candidate compares to the Performance Model. As well, there is an Overall Fit percentage to help you see how well the candidate fits overall.
Thinking style summary
Full sample report:
PXT-Select-Comprehensive-Selection-Report
Candidates receive a score of 1 to 10 on each scale. Keep in mind that a higher score isn't necessarily better than a lower score. The Performance Model for the position determines the desired range for each scale. Candidate fit is assessed based on how the candidate's score for each scale compares to that desired range. On pages 3 through 6, you can see a
detailed comparison of the candidate to the Performance Model range for each scale. Page 7, shows all six interests in rank order for the candidate along with a description for each one. Performance Model interests are indicated.
Interview questions
On pages 8 through 12, you'll find a
comprehensive list of interview questions, a series of personalized questions based on the candidate's fit to the Performance Model, as well as suggestions for what to watch for in an applicant's response. There are three different sets of questions in the guide: challenge area questions, strengths questions, and questions about the remaining scales. For each scale, the report provides “listen for” guidance to help the interviewer recognize when the candidate is addressing desired behavior for the specific scale. The “listen for” guidance is followed by two behavioral questions based on the candidate’s results for the scale.
For instance, when the assessment has identified a candidate as highly assertive, you don't need to spend time asking that person about his or her ability to be forceful. You already know that this person is inclined this way. Instead, you can spend that time gauging the candidate's ability to be diplomatic and flexible. The interview questions have been tested by thousands of users to help hiring managers expand their insight into a candidate through targeted, qualitative questions.
If you want to target the candidate’s
top strengths and challenge areas in your interview, you will find these highlighted on pages 8 and 9.
Sales
If you're trying to fill a sales position, you'll be interested in the Sales: Comprehensive Selection Report. This report highlights critical sales practices and how a candidate might demonstrate them. Pages 8 and 9 features results for prospecting, initiating contact, building and maintaining relationships, closing the sale, self-starting, and resourcefulness.
Final note
Of course, employers should not select a candidate based solely on selection assessment results. At most,
assessment results should account for only one third of a hiring decision. Because organizations vary so widely in how they evaluate candidates, each one will have to determine for itself how to consider the assessment results along with other candidate data. Of the predictors of job success available to us, however, candidate assessment tools are among the most powerful. An assessment tool can provide a meaningful edge in choosing the right candidate, which will create real returns for the organization over the span of an employee’s tenure.
Wondering how you could use PXT Select for your next hiring cycle? Give us a call: (844) 299-5812
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PXT Select™ is a registered trademark of John Wiley & Sons, Inc. All rights reserved.