The definitive guide to PXT Select™ Pre Employment Assessment Tests

PXT Select hiring assessments are highly effective pre employment assessment tests.
 
When partnered with a PXT Select™ Authorized Partner, companies drastically improve their hiring and selection process.
 
The team here at Gulf Stream Growth created The Definitive Guide to PXT Select Pre Employment Assessment Tests to answer the most commonly asked questions(FAQ) about pre employment assessment tests, hiring assessments and the hiring and selection process.
 
In the guide, we answer the most commonly asked questions about PXT Select™, the PXT Select test and how we help companies use the assessment results to optimize their hiring, selection, onboarding and professional development.

What is PXT Select?

PXT Select is an online hiring assessment created to help employers select the best candidates for their company.

PXT Select™ is a form of psychometric test that, when strategically employed, help companies in 3 critical areas – hiring the right talent, succession planning and employee engagement.

The PXT Select pre-employment hiring assessment is a multiple-choice, online assessment that measures the candidate?s cognitive abilities, behavioral traits and interests.

Companies use pre-employment assessments during the hiring process to ensure they place the right person in the right role.

A pre-hire assessment like PXT Select takes into account the requirements of the role and aligns it against the qualifications of the candidate.

Companies use the assessment results as a supplement to their interview process and the candidate’s resume, work history and accomplishments.

A big reason why companies use pre-hiring tests is because of the massive consequences of making poor hires.

Not only are there financial implications associated with bad hires, but a bad hire impacts the hiring manager and company’s ability to accomplish their objectives.

Removing or reducing turnover, or churn, while increasing job performance gives companies a leg up on its competition.

Companies that continuously optimize their employee engagement, worker performance and hiring practices are paving themselves a fast track to success.

Here’s how PXT Select™ describes what their tools accomplish for companies: “Organizational success begins with matching talent to opportunity.

Whether you’re searching for your next hire, succession planning, or engaging your workforce, PXT Select is here to help.

PXT Select is a powerful tool is designed to connect business strategy to talent strategy to drive results by aligning people to roles based on the traits most important to perform successfully.

With PXT Select™, hire smarter and engage fully.”

Yes, PXT assessments and PXT Select tests are psychometric tests, and they go several steps further than most psychometric tests.

The PXT Select™ Comprehensive Selection Report also measures a candidate?s motivational interests.

Standard psychometric tests are a standard and scientific method used to measure an individual’s cognitive ability and behavioral traits.

PXT Select™ tests take it further and bring to light a candidate’s interests.

By adding an applicant’s interests into the assessment mix, the PXT Select assessment gives an employer additional insight into whether the applicant will stay engaged with their work, their responsibilities and their work output.

In general, individuals are attracted to and seek employment with organizations that exhibit characteristics similar to their own.

And, organizations are attracted to seek candidates that exhibit characteristics similar to what is required to perform successfully.

If there’s a good % Job Fit between what the role needs and what the person offers, the result is a more engaged and productive workforce.

This can drive business results, decrease turnover and ultimately benefit the organization’s bottom-line.

Companies use PXT Select hiring assessments to achieve the following outcomes

Streamline their hiring process.
Minimize the risk of bad hires.
Reduce turnover.
Lower their hiring and training costs.
Add objective data-driven metrics to your hiring process.
Eliminate unconscious bias.
Drive noticeable and tangible improvement to their hiring results.

PXT Select™ is used for hiring and selection, onboarding, coaching and professional development.

PXT Select, as it’s discussed in this guide, is focused on the hiring and selection process.

However, the beauty of using PXT Select is that the pre-hire assessment results can be leveraged for additional reports, including:

PXT Select™ Selection Reports

Comprehensive Selection Report
Comprehensive Selection Report for Sales
Multiple Candidates Report
Multiple Positions report
Performance Model report
Leadership Report

Participant Reports

Individual’s Feedback Report
Sales: Individual Feedback Report
Individual Graph Report

Onboarding/Development Reports

Coaching Report
Sales: Coaching Report
Manager-Employee Report
Team Report

PXT Select measures thinking style, behavioral traits and interests.

Thinking Style

Composite Score
Verbal Skill
Verbal Reasoning
Numerical Ability
Numerical Reasoning

Behavioral Traits

Pace
Assertiveness
Sociability
Conformity
Outlook
Decisiveness
Accommodation
Independence
Judgement

Interests

Technical
Creative
Financial/Admin
Enterprising
People Service
Mechanical

Additionally, companies have the option of using PXT Select to NOT assess a candidate’s verbal and math skills.

Learn more here about the PXT Select™ Non-Cognitive assessment.

PXT Select is a multiple-choice, online assessment that measures the candidate’s cognitive abilities, behavioral traits, and interests.

Like other hiring tests and pre employment assessment tests, each candidate is given personalized instructions to complete the PXT Select assessment.

An authorized PXT Select partner sends candidates an email invitation with a link that takes them to the assessment.

Once there, the candidate receives a specific set of instructions and completes the assessment.

Candidates take between 20-60 minutes to complete the assessment.

No.

PXT Select assessment uses <adaptive testing (AT)>, a major benefit that companies receive when they use PXT Select? assessments for hiring and selection.

The PXT Select assessment selects questions based on the results of the candidate’s previous responses.

The candidate is exposed to test questions that “adapt” to their previous answers.

No two candidates will have the exact same assessment experience.

Yes. A PXT Select? authorized partner works with the hiring manager or talent acquisition partner to create a <Performance Profile> for each role, or job title.

A Performance Model is a snapshot of the preferred traits for a given job.

It shows the position?s ranges for each of the Thinking Style (cognitive abilities) and Behavioral Traits scales.

For example, it will indicate whether the job calls for a more urgent pace or a steadier pace.

When reviewing a candidate?s PXT Select? assessment results, you will quickly be able to see whether the candidate falls within or outside the job fit range.

The Performance Model also indicates how the candidate?s interests line up with the position.

The greater the degree of alignment between the individual?s top three interests and the top three interests in the Performance Model, the higher the candidate?s percent fit for the interests.

The beauty of the Performance Profile is it contextualizes the assessment results.

The Job Fit score, when aligned against the Performance Profile, shows you how the candidate?s behavioral traits, thinking style and interests will likely manifest once in the role.

The more accurately and realistically you portray the requirements of the role and company in the Performance Profile, the more likely the hiring team will be able to predict future performance, success in role and long-term engagement.

It shows the position?s ranges for each of the Thinking Style (cognitive abilities) and Behavioral Traits scales.

For example, it will indicate whether the job calls for a more urgent pace or a steadier pace.

When reviewing a candidate?s PXT Select? assessment results, you will quickly be able to see whether the candidate falls within or outside the range.

The Performance Model also indicates how the candidate?s interests line up with the position.

If the assessment results show the individual’s top 3 interests align with the top 3 interests of the role, the company has a much higher probability of a successful job fit.

 

?

To build a Performance Model for a specific position, there are three primary sources of data that may be used:

Library Performance Models
Job Analysis Surveys
Concurrent Study

Some of the Performance Model building methods may be used alone, while others are only supporting methods, as noted in the descriptions below.

Regardless of whether the method can be used alone, you have the option of combining it with the other methods.

The objective is to use the best information you have available to create the strongest model for job fit.

Library Performance Models (Can be used alone or with other methods)

The PXT SelectTM product includes a growing online library of Performance Models.

Library models can be used as-is or as a basis for developing a customized model.

The PXT Select Performance Model Library was developed in two ways:

(1) by examining our own data set of tens of thousands of top and bottom performers to understand what traits are common to people who are successful in different positions and

(2) by using data about job requirements and successful performance from the U.S. Department of Labor?s O*Net database

Each Library Performance Model includes a description, which you can use to compare against the target position?s job description before selecting the model.

Job Analysis Survey (Can only be used to support other methods)

The Job Analysis Survey (JAS) allows you to tailor a Library Performance Model to fit an organization?s unique requirements for a specific job.

It includes questions about different job-related activities.

A JAS is completed by one or more individuals who supervise the position and who are very familiar with what is required to perform successfully in that position.

Once completed, the data from the JAS is combined with input from other sources, like a Library Performance Model or top-performer data, to build a new model.

One or more Job Analysis Surveys may be used in this process.

Concurrent Study (Can be used alone or with other methods)

The Concurrent Study approach allows you to use PXT Select assessment results from your organization?s top performers in the position to build a Performance Model.

We recommend using a minimum of 30 participants.

The closer you are to 30 or more participants, the more reliable the Performance Model will be.

Once the participants in your study have completed the assessment, you identify which of the individuals are the top performers.

The system will then use this data to build a Performance Model.

As noted above, you may combine methods to create a Performance Model.

For example, you could use a Library Performance Model with a JAS.

Or, if you?re interested in running a concurrent study but don?t have 30 participants, you could compare your concurrent model to the corresponding Performance Model in the library and adjust accordingly.

Whatever combination you choose, the objective is to use the best data you have on hand to create the model.

 

The Overall Fit percentage indicates how well a candidate aligns with the position?s Performance Model as a whole.

The Overall Fit that is reported could range from 25 percent to 95 percent.

Although the assessment calculates ranges from 1 percent to 100 percent, values below 25 percent and above 95 percent tend to be too extreme to be useful and don?t really help predict greater or less success on the job.

The Overall Fit percentage is derived from the fit calculations for Thinking Style, Behavioral Traits, and Interests.

The relative weighting of each section is as follows: 40 percent for Thinking Style, 40 percent for Behavioral Traits, and 20 percent for Interests.

Weighted:

Looking at a candidate?s fit to the expectations of the job can help a hiring manager determine when more information may be required.

For example, when a candidate is outside one of the desired ranges, the hiring manager may want to consider how soon the candidate will need to demonstrate proficiency in that particular area.

The hiring manager would also want to consider what types of opportunities the position allows for the candidate to adapt and/or refine behavior.

During the interview, the hiring manager may also want to use the interview questions to gather more qualitative data from the candidate.

The interview team can use probing questions to see how the individual has learned to adapt in this area in the past.

Although Overall Fit is an important piece of information, it should never be used as the sole data point in deciding whether to hire someone.

As noted earlier, we recommend the assessment results serve as no more than one-third of the overall decision to place a candidate.

No.

The PXT Select™ Comprehensive Selection Report does provide a Job Fit Score, which is a percentage-based assessment of how well a candidate?s behavioral style, thinking style and interests align against the Performance Profile.

However, employers should never make hiring decisions solely on PXT Select assessment results, nor any pre-hire assessment results for that matter.

No personality test or assessment tool can capture the totality of a person.

As with other tools, PXT Select assessment results should account for no more than a third of a company’s hiring decision.

Other factors, such as a candidate’s work experience, job history, interview(s) and references should also be taken into account when making a selection.

Gulf Stream Growth is an authorized partner of PXT Select? and Everything DiSC?.

Gulf Stream Growth is authorized to sell, consult and help companies identify and capture the right talent for their team, as well as get MORE out of their existing team.

Here’s how Gulf Stream Growth incorporates PXT Select? tools into their client’s business.

Gulf Stream Growth, with its client’s input, builds an Ideal Candidate Profile for each role their client is looking to get more performance and results out of.

This Ideal Candidate Profile, once created, will serve as a benchmark to assess potential new hires against.

Once a potential new hire has completed the PXT Select? assessment, their results can then be compared against the Ideal Candidate Profile that’s been specifically customized for YOUR organization.

From there, these results can then be incorporated into an on-boarding and ongoing career development tool.

PXT Select hiring assessments Assessment Comprehensive Selection Report Sales: Comprehensive Report Multiple Candidates Report Multiple Positions Report Coaching Report Sales Coaching Report Manager-Employee Report Leadership Report Team Report Multiple Positions Report Individual's Feedback Report Sales: Individual's Feedback Report Individual's Graph Report PXT Select Assessment

PXT Select™ Assessment Descriptions

The PXT Select™ Comprehensive Selection Report is the primary report used for candidate selection.

The Comprehensive Selection Report is used by companies during the hiring and selection process.

This report provides the most thorough view of the candidate data and is organized into three main parts.

Check out the video here – PXT Select™ Comprehensive Selection Report.

The PXT Select™ Comprehensive Selection Report for Sales is the primary report used for hiring and selection of sales-specific openings with your company.

The Comprehensive Selection Report for Sales includes a section of Critical Sales Practices and incorporates sales-specific language throughout the report.

What’s included in the Comprehensive Selection Report for Sales?

Results Summary

You’ll see how the candidate performed in the 3 areas(thinking style, behavioral traits & interests) that PXT Select evaluates.

Critical Sales Practices

In this section, the Comprehensive Selection Report for Sales relates the candidate’s results specifically against sales-specific dynamics the candidate will experience in their role(for example, Prospecting, Initiating Contact, Closing the Sale, etc.)

Custom Interview Questions

Customized interview questions are included that allow you to dive deeper into a candidate?s behavioral traits and thinking style, specifically oriented to sales.

These are critical and impactful and necessary to verify and validate the findings of the Comprehensive Selection Report for each member of the interview team.

Each interview team member will be able to see how the candidate’s thinking style and behavioral traits will manifest specifically in sales-oriented roles.

Check out the video here – Comprehensive Selection Report for Sales.

The Multiple Candidates Report allows you to compare multiple candidates for one position that you’re hiring for.

The report compares each candidate’s results in graph form and plots them against the Performance Model for the position you’re looking to fill.

The Multiple Candidates Report is a helpful tool to be used during Hiring & Selection – the report consolidates each candidate’s results into one document and shows the Job Fit % for each.

What’s in the Multiple Candidates Report?

Candidate Fit

Each candidate’s results from the assessment are compared against the Performance Model for the role.

Comparison

Candidate results for each scale(Thinking Style, Interests, Behavioral Traits) are placed together for easy comparison.

Performance Model

The Performance Model is included to compare each candidate’s results in a simple, easy to understand view.

 

The Multiple Positions Report is used to compare one candidate to several positions that you are considering them for.

The candidate’s results are shown in graph form and are compared against each of the applicable Performance Models they are being compared against.

This report is EXTREMELY USEFUL for Selection AND Development.

In Selection, hiring managers can create a comparison to find the best position for a candidate, even if the candidate was not aware of the opening or had applied for.

When used for Development, the report shows how aligned an individual is to different positions in the organization that may be part of his or her career path. In this context, managers and mentors can help guide and prepare the employee for future roles.

% Fit

The candidate’s Job Fit for each of the positions they are being assessed against.

Performance Model

Range of scores typical for success in this position

Candidate Fit

Candidate’s results from the assessment compared to the Performance Model of the job they’re being assessed against.

The Performance Model is the benchmark report from which candidates are assessed against.

The report illustrates the desired ranges for Thinking Style and Behavioral Traits and the top 3 interests for a single position.

The report also provides insight into the meaning of each scale and loosely describes the ideal candidate for the role.

Performance Model

Range of scores typical for success in the position

Definitions

Each of the styles and traits will be defined

Ideal Candidate

A statement describing the ideal candidate for this position will appear for each style and trait.

 

The Leadership Report is designed to illuminate a candidate’s leadership potential and provide insight into how this individual would navigate their role as a leader.
 
The report helps hiring managers understand HOW a candidate may lead, and how the candidate’s cognitive and behavioral traits and interests affect their potential as a leader.
 
This report can be used across the entire spectrum of an individual’s career – from Hiring and Selection to Coaching to Development.
 
The Leadership Report includes the candidate’s results and are linked to 6 leadership skills commonly required of organizational leaders.
 
The report includes a candidate’s potential leadership strengths and weaknesses, as well as customized interview questions that can be used to interview the candidate and further analyze their leadership potential.
 
Results Summary
 
Results are presented for the individual’s Thinking Style, Behavioral Traits and Interests.
 
Leadership Skills
 
6 essential leadership capabilities are illustrated, along with the scales, traits and interests that drive each one.
 
Skill Pages
 
The individual’s characteristics, strengths and challenges are interpreted as they relate to each leadership skill.
 
You can get more information here – PXT Select Leadership Report

PXT Select Sample Reports

The PXT Select™ Comprehensive Selection Report is the primary report used for candidate selection.

The Comprehensive Selection Report is used by companies during the hiring and selection process.

This report provides the most thorough view of the candidate data and is organized into three main parts.

Check out the video here – PXT Select™ Comprehensive Selection Report.

Sample PXT Select Assessment – Comprehensive Selection Report

The PXT Select™ Comprehensive Selection Report for Sales is the primary report used for hiring and selection of sales-specific openings with your company.

The Comprehensive Selection Report for Sales includes a section of Critical Sales Practices and incorporates sales-specific language throughout the report.

What’s included in the Comprehensive Selection Report for Sales?

Results Summary

You’ll see how the candidate performed in the 3 areas(thinking style, behavioral traits & interests) that PXT Select evaluates.

Critical Sales Practices

In this section, the Comprehensive Selection Report for Sales relates the candidate’s results specifically against sales-specific dynamics the candidate will experience in their role(for example, Prospecting, Initiating Contact, Closing the Sale, etc.)

Custom Interview Questions

Customized interview questions are included that allow you to dive deeper into a candidate?s behavioral traits and thinking style, specifically oriented to sales.

These are critical and impactful and necessary to verify and validate the findings of the Comprehensive Selection Report for each member of the interview team.

Each interview team member will be able to see how the candidate’s thinking style and behavioral traits will manifest specifically in sales-oriented roles.

Check out the video here – Comprehensive Selection Report for Sales.

Sample PXT Select Assessment – Comprehensive Selection Report for Sales.

The Multiple Candidates Report allows you to compare multiple candidates for one position that you’re hiring for.

The report compares each candidate’s results in graph form and plots them against the Performance Model for the position you’re looking to fill.

The Multiple Candidates Report is a helpful tool to be used during Hiring & Selection – the report consolidates each candidate’s results into one document and shows the Job Fit % for each.

What’s in the Multiple Candidates Report?

Candidate Fit

Each candidate’s results from the assessment are compared against the Performance Model for the role.

Comparison

Candidate results for each scale(Thinking Style, Interests, Behavioral Traits) are placed together for easy comparison.

Performance Model

The Performance Model is included to compare each candidate’s results in a simple, easy to understand view.

PXT Select Sample Report – Multiple Candidates Report

The Multiple Positions Report is used to compare one candidate to several positions that you are considering them for.

The candidate’s results are shown in graph form and are compared against each of the applicable Performance Models they are being compared against.

This report is EXTREMELY USEFUL for Selection AND Development.

In Selection, hiring managers can create a comparison to find the best position for a candidate, even if the candidate was not aware of the opening or had applied for.

When used for Development, the report shows how aligned an individual is to different positions in the organization that may be part of his or her career path. In this context, managers and mentors can help guide and prepare the employee for future roles.

% Fit

The candidate’s Job Fit for each of the positions they are being assessed against.

Performance Model

Range of scores typical for success in this position

Candidate Fit

Candidate’s results from the assessment compared to the Performance Model of the job they’re being assessed against.

PXT Select Sample Report – Multiple Positions Report

The Performance Model is the benchmark report from which candidates are assessed against.

The report illustrates the desired ranges for Thinking Style and Behavioral Traits and the top 3 interests for a single position.

The report also provides insight into the meaning of each scale and loosely describes the ideal candidate for the role.

Performance Model

Range of scores typical for success in the position

Definitions

Each of the styles and traits will be defined

Ideal Candidate

A statement describing the ideal candidate for this position will appear for each style and trait.

Sample PXT Select Report – Performance Model

The Leadership Report is designed to illuminate a candidate’s leadership potential and provide insight into how this individual would navigate their role as a leader.
 
The report helps hiring managers understand HOW a candidate may lead, and how the candidate’s cognitive and behavioral traits and interests affect their potential as a leader.
 
This report can be used across the entire spectrum of an individual’s career – from Hiring and Selection to Coaching to Development.
 
The Leadership Report includes the candidate’s results and are linked to 6 leadership skills commonly required of organizational leaders.
 
The report includes a candidate’s potential leadership strengths and weaknesses, as well as customized interview questions that can be used to interview the candidate and further analyze their leadership potential.
 
Results Summary
 
Results are presented for the individual’s Thinking Style, Behavioral Traits and Interests.
 
Leadership Skills
 
6 essential leadership capabilities are illustrated, along with the scales, traits and interests that drive each one.
 
Skill Pages
 
The individual’s characteristics, strengths and challenges are interpreted as they relate to each leadership skill.
 
You can get more information here – PXT Select Leadership Report
 
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