PXT Select Pre-Hire Assessment is Here! Stop the Revolving Door / A Complimentary Webinar

You spend hours evaluating resumes finding several candidates.  How do you decide who becomes your next employee?  The wrong choice costs 30% of an annual salary and results in lost opportunities and increased employee conflict.

Most large companies have a well-established hiring process that includes a validated, data-driven pre-hire assessment. Yet many small to mid-sized companies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate’s fit for the job.

It’s simpler than you think to implement a pre-hire assessment.  In this webinar, you’ll learn:

  1. What makes a pre-hire assessment valid and reliable.
  2. The role of validated, data-driven selection tools.
  3. What PXT Select measures and why it matters.
  4. How the PXT Select Hiring Assessment can help with hiring and onboarding.
  5. Simple steps you can take to get started.

Date:  December 21, 2017
Time:  2:00 – 3:00 PM ET
Cost:  Complimentary
Can’t attend:  Register anyway, we’ll send you a link to the webinar recording.

Register Here

Productive Conflict: A New Approach to an Old Problem / Complimentary Webinar

According to Entrepreneur Magazine, workplace conflict costs US businesses $359 billion per year.

We’ve all contributed to those costs when we engage in destructive disagreements or issues that bubble beneath the surface and don’t go away.

However you think of conflict, it comes down to a difference of opinion involving strong emotion. Whether it’s a brief, explosive dispute or subtle long-lasting issues, we’ve all done things we’re not proud of.  It’s why the typical manager spends 25-40% of their time dealing with conflict.

It’s not all about following steps in conflict resolution.  It’s about understanding why we do what we do and how to change it.

Join us to explore a new DiSC based assessment – Productive Conflict.  You’ll take away an understanding of:

  • What drives each of us in conflict
  • How to recognize destructive automatic thoughts
  • A method of changing responses that have negative consequences
  • How to help your team members change their behavior and improve their results

Date:  November 16, 2017
Time:  2:00 – 3:00 PM ET
Cost:  Complimentary
Can’t attend:  Register anyway, we’ll send you a link to the webinar recording.

Register Here

Boost Your Career in Medical Claims with an Online Medical Terminology Course

The American healthcare industry is growing exponentially, and a medical terminology course can help assure your success working within this world. The expansion of this industry is creating jobs that are increasingly specific to particular facets of the medical process. As a medical claims specialist, your area of involvement exists within the ever-essential conduit of money flow from one entity to another. You are tasked with mediating between providers and insurance companies concerning payment for medical goods and services rendered to policyholders. This area relies heavily on terminology to explain organs, bones, bodily systems, symptoms, conditions, diagnoses, procedures, prognoses and prescriptions in order to describe medical situations.

Just as people in the legal world speak legalese, accountants speak numbers and software programmers speak HTML code, your profession demands that you possess detailed understanding of the vocabulary of medicine. This subset of the English language contains elements of the everyday vernacular interspersed with archaic Latin and Greek words, lengthy polysyllabic terms and ambiguous abbreviations. A medical terminology course can equip you to excel in this arena by preventing miscommunication, ensuring clerical accuracy and enabling efficiency.

A Comprehensive Medical Terminology Course

An online medical terminology course allows you to learn and progress at your own pace as your schedule allows. Once enrolled, you will have access to a series of instructional modules for one full year. These chapters are designed to introduce you to the essentials of anatomy and physiology and the various systems within the human body. After a general introduction to medical terminology, you will delve into a section on the human body in health and disease which will demonstrate the physical effects of inflammation and trauma. Each chapter will cover specific systems within the body including:

  • Skeletal system
  • Muscular system
  • Cardiovascular system
  • Lymphatic and immune systems
  • Respiratory system
  • Digestive system
  • Urinary system
  • Endocrine system
  • Reproductive system
  • Nervous system

You will then learn about the sensory intricacies of the eyes and ears as well as the integumentary system of the skin. Finally, a module on diagnostic procedures and pharmacology will familiarize you with terminology concerning specific conditions and ailments and the various medicines prescribed to treat them.

Benefit from Interactive Learning

Online Medical Terminology CourseHaving online access to a medical terminology course means learning through the audio and visual aspects of the training modules. Material is reinforced through interactive review exercises. Challenging medical terms can be mastered by a playback feature that allows you to hear the correct pronunciation of uncommon words as many times as necessary. Tests are given to assess your progress as you move through the material, and answers to quiz questions are accompanied by detailed explanations for future reference. A wide variety of games designed to enhance your learning experience are also a part of this course, accompanied by case studies, multimedia animations and a glossary of terms and definitions. A dynamic array of teaching methods assure that the detail-heavy nature of the material is presented in engaging, interactive formats that encourage learning through audio playback and colorful infographics.

Excel Through Effective Communication

The Medical Terminology for Health Professions course is designed to prepare you to successfully communicate with other health professionals by enabling you to understand the meaning of medical terms, root words, prefixes and suffixes. Your ability to recognize basic medical terms will allow you to process medical claims in an efficient manner without having to continually search for the definitions of medical diagnoses, procedures and conditions. Medical abbreviations are frequently used in all aspects of the industry, and learning how to decipher them through this course will let you experience the benefits of efficient correspondence rather than the hindrances of miscommunication. You will learn to spell and pronounce essential medical words and terms that, while uncommon in everyday language, are used daily in the medical world.

Equip Yourself with Analytical Tools

There are thousands of words that are specific to the medical world, and while this course in medical terminology teaches you the fundamental vocabulary, it also teaches the skill to decipher advanced terminology through deductive analysis. You will learn medical root words, prefixes and suffixes so that you can dissect unfamiliar terms and extract their meaning by understanding specific parts of the words. For example, the suffix “itis” indicates inflammation of a specific part of the body, while the term “ectomy” means the removal of a certain part of the body. The differences between tonsillitis and a tonsillectomy, while involving the same body part, are quite significant — and will mean very different ways in which a medical claim is transcribed. Meanwhile, the word “operative” means a surgical operation, yet when it is paired with a variety of prefixes, it’s can change significantly. This course will allow you to know that the prefixes “pre,” “peri” and “post” — when paired with the word operative mean either before a surgery, before and after a surgery, or only after a surgery, respectively.

Certify Your Knowledge and Earn College Credit

Your one-year access to this online medical terminology course allows you to learn at your own pace and awards you a “passing” status with a 70% average on module tests and a short overall course evaluation. Upon completion you will earn 9.5 Continuing Education Units (CEUs) authorized by the International Association for Continuing Education and Training. Your certificate of completion allows you to demonstrate to recruiters and future coworkers that you are serious about a career in medical claims, and that you took the necessary steps to educate yourself so that you can effectively communicate in the language of medicine. For students requiring college credit, Corexcel partners with ITCAP to award 4.0 college credits through ITCAP’s regionally accredited college partner. You can submit the details of the course to your institution before enrolling to ensure credits will be accepted and applied.

Contact Corexcel to enroll in our online medical terminology course and begin your education in the vast vocabulary of the world of medicine. Understanding this language will empower you to excel as a medical claims specialist.

Recruiting Solutions: How PXT Select Can Minimize the Cost of Bad Hires

“The difference between the almost right word and the right word is really a large matter – ‘tis the difference between the lightning-bug and the lightning.” — Mark Twain

As a recruiter, this statement relates to your work as you strive to avoid the cost of a bad hire while instead, pinpointing the candidate that will enable the workflow to flourish. In other words, if you’re looking for lightning, you do not want to hire an insect. Often times during the hiring process, however, an unqualified or unsuitable candidate ends up getting the job. The results of this are exponential, and can manifest as conflict between employees, a negative mindset in the workplace, poor attendance, high turnover, diminished sales, stifled productivity or potential lawsuits.

Ugly Truths About Bad Recruits

Hiring Assessment Minimizes Bad HiresAccording to the U.S. Department of Labor, the average cost of a bad hire is approximately one third of that person’s salary for their first year. Using this model, if an employee is hired on a salary of $80,000/year and they have to be dismissed, the loss to the company is over $26,000. A recent article by Forbes reports that aside from the tangible financial fallout from hiring the wrong person, there are other unseen factors that are just as detrimental. Productivity and morale can suffer long term along with client relations and public image.

The costs of playing referee between workers, dismissing problem employees, or hiring new talent and training them far outweigh the cost of the time it takes to hire the right person from the start. You can do this by implementing comprehensive hiring assessments that measure every dimension of a candidate’s aptitude in relation to the position at hand. It is also possible to compare a candidate’s applicable strengths to those of other potential hires and to demonstrate how an individual’s personality will most likely interact with other staff. The key to obtaining this information lies in re-thinking the recruiting process, and by going about it using a systematic, proven set of tools to avoid bad hires.

PXT Select from Step One

Upon initial contact, a candidate will undergo an assessment that will evaluate their strengths and abilities. These questions will measure numerical skill and reasoning, verbal skill and reasoning, conformity, assertiveness, sociability, pace, accommodation, outlook, decisiveness, independence and judgement. This information is then aggregated, assimilated and processed into a series of reports that enable you, as a recruiter, to gain crucial insight into a candidate’s strengths and potential future with your company. Before the interview process continues, you can assess with efficiency and relative certainty if spending more resources grooming an applicant is warranted or if the person is simply not right for the position and would be a bad hire.

A Simple “Yes” or “No”

The Comprehensive Selection Report is the primary hiring report generated by the PXT Select Hiring Assessment tools. It provides a summary of an applicant’s results as well as where they fit within a range of scores that indicate success in a particular position. These metrics give you tangible measurements of a candidate’s strengths concerning verbal skills, numerical ability and reasoning capacity. An applicant who performs well here can move on to the next interview, in which the interviewer is aided by the personalized interview questions based on areas of concern found in this report. You can consider this the initial recruiting solution that flags would-be bad hires while pinpointing those who could become assets to the company. Someone who performs poorly here does not move on, plain and simple.

The Right Place for the Right Person

The Multiple Positions Report helps determine where a candidate will fit best in your company. This report summarizes a candidate’s tests results in relation to multiple positions, as well as their potential for success in those areas. These results are based on their interests and their scores in numerical skills and reasoning, verbal skills and reasoning and several other parameters. This report summarizes a candidate’s tests results in relation to various job roles. When you are recruiting with the intention of avoiding bad hires, this step allows you to ensure that you do not put the right person for the company into the wrong position in the work flow.

Recruit the Best of the Best

The Multiple Candidates Report allows you to compare all candidates for all positions with one another to see which set of strengths is going to benefit your company the most. You can evaluate the vocabulary, problem-solving potential and reasoning abilities of every applicant and assess their potential based on interest and the range of scores that indicate success in any given position. This allows you as a recruiter to avoid having to rely on gut instinct or the flip of a coin to choose two seemingly identical candidates, and instead, move forward with confidence by measuring and comparing actual data.

Additional Reports for In-depth Insights

Next, the PXT Select Hiring Assessment Toolbox will provide you with several more reports about a candidate’s thinking style and how their strengths relate to those of their future manager. These metrics provide insight as to how the two will work together, particularly by highlighting similar areas of interest that can spark constructive communication and camaraderie. Additionally, a Team Report is provided that demonstrates how a potential recruit is going to fit in with the rest of your personnel, giving you reassurance that a promising individual is not actually a bad hire in disguise. Finally, a Performance Model Report provides an outline of the ideal traits a potential candidate would display should they be optimally poised for success in a given position, allowing you see at a glance if a candidate is worth pursuing.

If you are looking to hire the right person for a position in your company, consider the PXT Select Hiring Assessment tools. This recruiting solution enables you to maximize your hiring efforts through detailed analysis and graphics while avoid the exponential costs of bad hires.

Complimentary Webinar – Take These 4 Steps to Get the Right Person in the Right Job

You’ve spent hours evaluating resumes and you’ve found several likely candidates. How do you decide which candidate becomes your next employee? Choosing the wrong person costs on average 30% of the job’s annual salary. And you realize that hiring the wrong person can result in lost opportunities and increased employee tensions.

Most large companies have a well-established hiring process that includes a pre-hiring candidate assessment that is validated and data-driven to help make their hiring decisions. Yet, many small to mid-sized companies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate fits a job.

Implementing a pre-hire assessment is simpler than you think. Find put how you can improve your hiring process with a pre-hire assessment. We’ll introduce you to PXT Select, a unique, new candidate assessment tool that can provide data on candidate’s skills and generate customized interview questions based on the candidate’s results.

In this webinar, we’ll cover the 4 steps that can improve your selection process and help you hire the right person for the right job. You’ll:

  • Discover 4 steps to improve your hiring process.
  • Learn the role of validated, data-driven selection tools in today’s job market.
  • Discuss today’s options for pre-hire assessments.
  • Explore the key components of the PXT Select pre-hire assessment.

Date: October 26, 2017
Time: 2:00 – 3:00 ET
Cost: Complimentary
Can’t attend? Register anyway, we’ll send you a link to the webinar recording.

Register Here

Complimentary Webinar – Build Trust & Get Results!

Teamwork is built on a foundation of trust.

When team members trust one another, they have essential conversations that move their organizations forward. Essential conversations lead to mastering conflict, achieving commitment, embracing accountability and a focus on results.

When there is trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer. -Patrick Lencioni

In this complimentary webinar you’ll discover:

  • The type of trust important to building a cohesive team
  • Eight behaviors that enhance or derail trust
  • How trust impacts conflict, commitment, accountability and results
  • A new one-day “Five Behaviors of a Cohesive Team” program that makes it easy to introduce the model to your team

Date:  September 28, 2017
Time:  2:00 PM ET
Cost:  Complimentary
Can’t attend:  Register anyway, we’ll send you a link to the webinar recording.

Register here

How DiSC Profiling Empowers Your Team to Work Together

An effective way to maximize the potential of a group of coworkers is to identify their individual personality styles through DiSC profiling and establishing communication about how different dispositions relate to one another.

Members of a successful team must become adept at engaging in healthy conflict, committing to a vision, maintaining trust, becoming personally accountable and following protocols that achieve results.

DiSC training breaks down human personality types into four major distinctions that identify people who have a natural inclination for taking charge and making quick decisions (D style) along with others who are more prone to go along with a plan when a sense of team spirit is found in the workplace (i style).

Similarly, DiSC also identifies people who are careful decision makers and will weigh out all of the variables before committing to a course of action (S style) as well as those individuals whose minds are influenced by objectivity rather than intuition or emotion (C style).

DiSC training then elaborates on how the different personality types can be expected to interact in a work environment that encourages trust, healthy conflict, commitment, accountability and results.

Trust is a Must 

Establishing trust between coworkers requires that people transform two-dimensional relationships into deeper bonds. The DiSC training assessment system helps coworkers understand one another by identifying individual strengths and weaknesses and making all parties privy to that information.

This way, if a “D” type personality is on a team with someone who is a “S,” that first person will know that it is OK for them to take charge of making split-second decisions. Meanwhile, the “S” personality can be delegated to assimilate large quantities of information to determine the long-term scope and direction of a project.

Knowing the strengths and weaknesses of those you work with mean that you can be better trusted to interact with them accordingly.

Creative Tension

Conflict between coworkers can be healthy when it involves two or more people presenting opposing ideas based on their individual expertise. Rather than avoiding confrontation, as most people prefer, coworkers who have built trust tend to embrace a tense situation because it forces people to express themselves.

With DiSC training, after your team members have expressed themselves and listened to opposing opinions, they can then come to a mutually agreeable compromise based on a strategy that will result in goals being met.

This can also be described as a passionate presentation of solutions to problems. Through this process, all are encouraged to share their opinions and propositions so that goals can be identified through the collective knowledge of the group. The saying, “none of us are smarter than all of us” applies to the process of teams becoming more empowered by learning to understand one another’s ideas.

All Aboard

DiSC profiling allows for the efficient alignment of different personality styles once a team directive has been set and goals have been established. This stage of teamwork is possible after healthy conflict has revealed the best way to move forward based on the collective strengths of the team.

For instance, the “D” type personalities may have been ready to choose a course of action immediately, while the “S” individuals insist on gathering more information before committing to a certain path.

Understanding the personalities of your teammates from square one affords you the insight as a “C” personality to know that once you are on board with an idea, the “i” personalities in the group are more likely to commit to a plan.

Accountability

Holding your teammates accountable for their actions, or lack thereof, is an integral part of realizing success as a team. The information provided to you by the DiSC profiling system allows you to tailor your approach to a teammate according to their personality type.

When talking to a “D” person, you’re going to get the best results with a straightforward delivery. Whereas people with an “i” personality are going to respond best to feedback that has something positive to say in order to offset the sting of anything critical in nature that needs to be pointed out.

Meanwhile, if you call out a “S” personality, it’s best to be considerate yet direct. When holding a “C” person accountable you’re going to want to speak in honest, logical terms that validate conclusions with specific, tangible examples.

The Bottom Line

The entire reason behind orchestrating a team effort through DiSC is to render results that are not possible through the work of just one person. Yet, too often team members can get caught up in the details of communicating and the tunnel vision of task-oriented thinking.

As this is occurring, focus on whether or not results are taking place due to the efforts of the team. This may become lost as individuals within a team can purposefully or inadvertently shift their intention from a group-based mindset to selfish thinking.

The collective goals of the team can also be overridden by personal goals for career advancement or desire for individual recognition. This is why the practice of accountability is important as well as using the DiSC profile to help deliver the proper feedback to your team members to keep them on track and create results.

Teamwork is a complicated undertaking because, in order to be successful, people with vastly differing personalities and working styles have to learn how to get along; by learning to trust one another, engaging in healthy conflict, committing holistic vision, being accountable, and maintaining focus on the creation of tangible results.

Contact us at Corexcel to learn more about how the DiSC profiling system of human resource management can create effective teams that produce real results.

How Two Acclaimed Theorists Laid the Groundwork for PXT Select

Job satisfaction, job success and coworker compatibility are top concerns among recruiters, human resource managers and the engineers of the PXT Select Hiring Assessment Tool. When all three aspects are effectively aligned, business flourishes and profits soar.

The science of successfully matching the right person with the right job is largely due to the work of two 20th Century visionaries — Frank Parsons and John Holland. When assessing a recruitment tool like PXT Select for your company, consider the studies it was founded upon.

Delving into the work of pioneers who developed career counseling and modernized effective candidate selection can help you better understand the recruitment selection system as a whole.    

Frank Parsons Lays the Groundwork

In 1909, Frank Parsons of the Vocational Bureau in Boston, MA laid the groundwork for career development theory with a simple outline for successful employment decision-making. This triad of factors consisted of self-understanding, available jobs and the relationship between the two.

Essentially, Parsons believed that if you know your strengths and preferences, and if you are aware of what is required to be successful in specific jobs, you could make sound career decisions rather than leaving your future up to chance.

Parson’s philosophy was especially useful in the wake of the Great Depression, when large-scale unemployment created the need to determine the most effective way to classify the exact strengths of an individual. Shortly thereafter, the Second World War had a similar effect from the opposite direction.

This prompted the development of the U.S. Employment Service General Aptitude Test Battery that helped address job placement concerns arising from manpower shortages. Strategies for dealing with both crises were based on Parson’s work, which by this time had been renamed the Trait and Factor Theory.

The Trait and Factor Theory provided the basis for the PXT Select Hiring Assessment an evaluation system that measures eleven specific traits, allowing you to determine exactly where a job candidate can excel in your workplace.    

John Holland Expands on Parsons’ Theory

Half a century later in 1959, a Professor Emeritus at John Hopkins University named John Holland expanded on Parson’s premise. He created an in-depth occupational classification system known as the Holland Codes.

Holland distilled the thousands of human personality distinctions down to six fundamental categories, which were then mirrored by six types of workplace environments. The realistic, investigative, artistic, social, enterprising and conventional archetypes (RIASEC) became a sound basis for matching people with careers that best suited their personalities and interests.

Holland’s work affirmed the notion that people search for and thrive in environments that best fit their personality type. This prevents negative scenarios where work environments do not match individual personalities.

The indications of the Holland’s Hexagon (an infographic for RIASEC) allows you to see how an artistically driven person can adapt to social and investigative settings but may not respond well to environments that require a conventional, realistic mindset.

Conversely, the system demonstrates that an enterprising person may get along well with others of the same mindset as well as those inclined towards being social or conventional, but people who focus on work through an investigative or realistic lens may deter them.

The PXT Select Hiring Assessment Tool expands on these proven theories and research, providing detailed graphs, metrics and reports on the strengths of your job candidate. In turn, these point to the specific positions in your company where they will thrive the most.

Minimize Bad Hires and Maximize Employee Skills

The inception and growth of the career assessment has evolved into the sophisticated science behind the PXT Select Hiring Assessment Tool. This tool allows you to minimize the incorrect placement of people throughout your workforce and to avoid hiring the wrong people altogether.

Both of these scenarios can come at great cost to your bottom line, if unhappy employees become prone to being late, combative or absent altogether. On the positive side, saving money on recruiting, you can watch your company’s productivity expand because people are working in areas that suit them alongside others with similar mindsets.

PXT Select provides you with information based on a candidate’s answers to a lengthy inquiry. It begins with a questionnaire measuring skills and reasoning in their verbal and numerical capacities. It also evaluates specific personality traits including pace, assertiveness, outlook, sociability, conformity, decisiveness, accommodation, independence and judgment.

These metrics are then assimilated into a series of reports that show you the best position for a candidate or a current employee. It also gives you insight into areas where the person could benefit from coaching and how they measure up next to other individuals.

Additional reports suggest alternate positions that might suit a candidate, how the person will fit into your team and how you can expect them to interact with you and your managers.

Empower Your Employment Process

Based on these proven theories and actionable formulas, your current employees and future recruits stand an excellent chance to experience career satisfaction. Utilizing PXT, you can take steps to assure that they are working in areas and with others that match their strengths and interests.

As an employer, you can benefit from a high level of productivity while the entire team enjoys a general sense of balance within the workplace. These essential facets of personnel management are the fundamental principles behind the PXT Select Hiring Assessment Tool.

If you want personnel who love what they do and a company bottom line that shows it, consider the mechanics of Corexcel’s PXT Select career assessment tool. Determine who are the right people for your company and exactly where to place them in your workforce.

Contact us to learn more about streamlining your hiring process, minimizing the costs of turnovers and bad hires and maximizing your recruiting efforts with the PXT Select Hiring Assessment Tool.

[Holland’s RAISEC Model]. (2017). Retrieved from Corexcel’s Ready to Hire Simpler and Smarter PowerPoint Webinar.

New Online Cyber Security Certificate Program

With the rise in identify theft and cyber attacks there is an increasing need for cyber security training.

Our Cyber Security classes provide users with training in risk analysis and asset management for information technology and computer security.  These courses guide you through cyber security training on topics such as security encryption technologies (SSL, TLS), network security, and PCI compliance.

The Certificate in Cyber Security program will help security engineers build secure systems for data management with encryption methods, security testing, and a disaster recovery plan.

The Classes include:

Upon successful completion of the Cyber Security Certificate Program you will earn 40.0 PDUs and 4.0 CEUs.
Classes can also be taken individually to earn PDUs and CEUs.

Corexcel is approved as an Authorized Provider by the International Association for Continuing Education and Training (IACET).