Making the wrong decision when hiring talent hurts. Relying on guesswork, gut instinct, and first impressions doesn’t provide enough information to make the right call. Organizations need objective and personalized data to understand people at a deeper level so that they can select the right people, place them in the right roles, and manage them to their full potential.
Solution: The PXT Select suite of solutions helps your organization gather accurate, objective, and reliable data so that it can confidently hire, manage, and retain productive employees. With the right people in the right roles, developed to their full potential, your organization can build a high-performing workforce that drives business results.
Many hiring managers start the selection process without knowing what their ideal candidate looks like. Whether you’re seeking a senior executive, a mid-level manager, an individual contributor, or a salesperson, PXT Select™ helps helps you identify the traits and behaviors required to perform a job successfully.
Our solution helps hiring managers and recruiters align early in the hiring and selection process by defining targets across cognitive traits, behavioral traits, and occupational interests most important to be successful in a position. These targets, also known as performance models, determine the range of scores typical for success in the position you are trying to fill. With these performance models in place, the hiring process is accelerated and the path of employee development is illuminated.
Knowing who to put through the interviewing or selection process can be daunting. Resumes, references, experience, or reputation may look great, but how do you know what’s below the surface? And let’s be honest – selecting someone for a job whether it’s an external hire, or an internal promotion or lateral move, is not an easy task. It takes time to prepare, experience to know what to ask or listen for, and the process can be intimidating if you’re not an
expert interviewer. Asking insightful questions is just one piece. Remaining objective and knowing what to listen for is every bit as important. But don’t
worry, we can help.
The PXT Select™ assessment asks candidates to respond to a set of questions to determine their fit to the position. The higher the overall Job Fit result, the better the fit to the role. Hiring managers can reach out to the most qualified candidates and advance them in the selection process. Assessment results include personalized questions to probe for how candidates might respond in different situations, especially in areas where the person doesn’t quite fit the model. This can provide insight that will help hiring managers better assess the fit with the team and organization.
Gathering information from the résumé and the interview is a great start, but how do you know you’re choosing the right person? Or maybe you have two great candidates, but aren’t sure who might be the ideal match? Choosing a candidate is a huge responsibility. If you make the right choice, it’s a win. If you don’t make the right choice, it can cost your organization thousands of dollars—not to mention the extra time and effort of recruiting someone new and fixing any damage the “bad” hire left behind.
The PXT Select™ assessment compares candidate results to the job requirements and provides an overall Job Fit result. The closer the result to the target, the better the fit. With our unique Job Fit feature, PXT Select measures the overall fit to the role across 20 different variables that span Thinking Style, Behavioral Traits, and Interests. This provides unbiased insight across all candidates in the selection process.
Thinking Style; “Can they do the job?”
Behavioral Style: “How do they do the job?”
Interests: “Will they do the job?”
It takes effort to hire the right people. Keeping top talent requires even more. Our full suite of reports helps managers support new employees to ramp up quickly and effectively. Develop bench strength by getting a full picture of how employees might fit future job assignments or opportunities.
Our suite of reports helps organizations like yours optimize their talent strategy. Used beyond hiring and selection, PXT Select™ can help managers onboard, coach, and develop new hires, or develop existing talent in the organization.
Need: You want to hire and develop the right employees for each Position—employees that fit their roles and that have the right skills and traits to get the job done. And while you need objective, reliable, and accurate data to make smart talent decisions, you also need flexibility in determining what skills and traits to measure to predict future job success.
Value: With the PXT Select Non-Cognitive assessment, managers can choose to focus On evaluating Job-Person Fit based on soft skills and cultural fit while benefiting from the same scientific rigor that the full PXT Select assessment is known for. The PXT Select Non-Cognitive assessment measures Behavioral Traits and Interests. As the name suggests, it doesn’t measure Cognitive Ability. As a result, it is shorter and simpler compared to the full version of the PXT Select assessment.
What it is: The PXT Select Non-Cognitive comprehensive assessment measures how well an individual fits specific jobs in your organization based on their Behavioral Traits and Interests. The PXT Select Non-Cognitive assessment works well when hiring and selecting candidates in situations where cognition has already been pre-established or when Cognitive Ability is not a requirement at the point of hiring. Organizations can also use the assessment for onboarding, coaching, strategic workforce planning, and much more.
Need: You want to hire and develop the right employees for each Position—employees that fit their roles and that have the right skills and traits to get the job done. And while you need objective, reliable, and accurate data to make smart talent decisions, you also need flexibility in determining what skills and traits to measure to predict future job success.
Value: With the PXT Select Non-Cognitive assessment, managers can choose to focus on evaluating Job-Person Fit based on soft skills and cultural fit while benefiting from the same scientific rigor that the full PXT Select assessment is known for. The PXT Select Non-Cognitive assessment measures Behavioral Traits and Interests. As the name suggests, it doesn’t measure Cognitive Ability. As a result, it is shorter and simpler compared to the full version of the PXT Select assessment.
What it is: The PXT Select Non-Cognitive comprehensive assessment measures how well an individual fits specific jobs in your organization based on their Behavioral Traits and Interests. The PXT Select Non-Cognitive assessment works well when hiring and selecting candidates in situations where cognition has already been pre-established or when Cognitive Ability is not a requirement at the point of hiring. Organizations can also use the assessment for onboarding, coaching, strategic workforce planning, and much more.
Need: Employee fraud and theft robs American businesses of over $50 billion annually. Organizations need help identifying people who are less likely to steal, be dishonest, and have questionable tendencies so they can reduce or mitigate risks to their bottom lines.
Value: The Step One Survey® is a powerful assessment that provides helpful information for businesses to reduce their risk by hiring people who are honest, reliable, and hardworking in high-risk roles. With our solution, organizations can find the right people to contribute to their success, not jeopardize their future.
What it is: A brief pre-hire assessment that measures an individual’s basic work-related values early in the candidate selection process. This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes towards theft—including theft of property, data, and time. In many organizations, Step One Survey is the first screen that all applicants must pass before proceeding in the hiring process.
Need: Delivering a poor customer service experience can potentially destroy your organization’s reputation. The ability to effectively deliver a superior customer experience is a competitive differentiator that requires skilled and aligned customer service teams. How can companies today deliver superior brand experiences, win customer loyalty, and differentiate from their competition?
Value: The Customer Service ProfileTM is a powerful assessment that provides helpful information that customer-facing organizations can use to attract and develop people with the traits and skills to excel in customer service roles. The assessment helps companies maximize their brand recognition, minimize the cost of bad hires, and deliver outstanding brand experiences that positively impact the bottom line.
What it is: The assessment measures how well a person’s customer service-oriented traits fit specific customer service roles in your organization. It is used primarily for selecting, onboarding, and managing employees. It can be used for general customer service positions or tailored for specialized industries such as hospitality, healthcare, financial services, and retail.
Need: When managers and leaders operate effectively, teams and individual
employees thrive. When they don’t, organizations suffer. So, how can organizations coach and develop managers and leaders to be more effective in their roles and
promote success?
Value: CheckPoint 360°TM is a feedback survey that helps evaluate the effectiveness of managers and leaders and provides a personalized approach for developing leadership skills and improving job performance. By providing the right insight, the survey encourages a culture of high-performance that drives results from the top Down.
What it is: The CheckPoint 360° survey combines feedback from direct reports, peers, supervisors, and even customers to help leaders and managers improve their performance and deliver on strategic goals. Survey results highlight a manager’s performance across eight management competencies: communication, leadership, adaptability, task management, relationships, production, development of others, and personal development. Organizations can use feedback from the survey to identify misalignments between the leader and the organizational goals, identify talents, talent gaps, and focus areas, and to build personalized development plans.
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