We’re Going Hybrid. Should You?

Corexcel has focused on workplace trends for years, but we’ve never seen anything like this. The pandemic has brought about a workplace shift that’s becoming as widespread as the virus itself. Last spring, businesses, and organizations scrambled to establish work-from-home arrangements for employees. Now, nearly a year later, businesses throughout the U.S. are embracing hybrid and fully remote work options.

For a change of pace, we’re sharing our own work experience as it might serve as a useful example for other businesses.

Our Hybrid Experience

At Corexcel we went fully remote in 2020, and we recently transitioned to a hybrid work arrangement. We’re still ironing out the kinks, but for now, our team is working remotely on Mondays and Fridays and in the office on Tuesdays, Wednesdays, and Thursdays. So far, we’re finding the three-days-in-the-office-two-days-at-home arrangement to be a good balance.

woman on her laptop sitting on couch wearing a headset

We decided to try a hybrid format to:

  • Provide flexibility for employees
  • Reduce our rent expense
  • Lower the company’s carbon footprint

Before going hybrid, we polled the Corexcel team and, interestingly, no staff members indicated a preference to work virtually every day. While that might not be the response at every business, we’re finding that our team members aren’t missing a beat. In fact, our employees are comfortable and working effectively with the new arrangement.

We asked why they like the hybrid arrangement and received these comments, among others:

  • “It’s nice to skip the commute sometimes after being on the go with the kids.”
  • “I can work more at my own pace.”
  • “I appreciate the mix. I get quality time with the kids, but I also get time in the office with no kids and no dog.”
  • “Hybrid is so flexible. We can start a project in the office and finish the work at home at night if that works best with our schedule.”

These benefits would resonate with employees at other organizations as well.

Why Hybrid Instead of Fully Virtual?

As we see how our hybrid arrangement plays out, we might decide to go virtual; who knows. For now, we like coming in part of the week to get a sense of normalcy. Our time in the office works well for meetings, too. Employees who might be hesitant to speak during a Zoom call are often open to speaking at an in-person meeting. For us, the hybrid model seems to be the perfect mix.

A Trend That’s Here to Stay

From our own experience, though brief, as well as input from other businesses, we believe a hybrid workplace could be the wave of the future. We’re hearing that business owners feel hybrid arrangements widen the hiring pool. Candidates who might find the commute too much on a daily basis based on their location might be willing to travel two or three days a week. In addition, if a hybrid structure makes employees happy, they’re going to be loyal to the company. Hybrid workplaces could lead to less employee turnover, and in turn lower costs.

Going Hybrid?

If you’re going hybrid, there are several factors to consider. SHRM’s article, “What to Consider When Moving to a Hybrid Work Model,” is a good place to start. If you’re concerned about hiring when your team isn’t in the office full-time, we recommend using a hiring assessment tool to screen candidates. PXT Select™ lets you assess candidates on thinking style, behavioral style, and interests—from wherever they are. If you’re thinking of going hybrid, please let us know!

Email us at learn@corexcel.com to learn more.

Are you Hiring? Be Sure to Hire Right

What a year we just had; businesses and organizations across the board scrambled to revise operations, workers went remote, and hiring in many sectors came to a halt. As we enter a new year, hiring freezes are beginning to thaw. If you’re fortunate enough to be hiring, be sure to hire right.

woman typing on the computer with the word assessment on the screen

Employing the wrong candidate comes at a cost. It costs you money. It costs you time. In fact, the cost of a bad hire is considered to be the equivalent of an employee’s first-year salary*. According to surveys conducted by John Wiley & Sons, which questioned 2,000 individuals, hiring practices are a common problem:

  • 39% of hiring managers do not always align job requirements with candidates.
  • 54% say candidates are not always assessed with a structured interview process.
  • 65% of hiring managers rely on their instincts rather than data.

To help ensure that you bring the right individual(s) on board:

Establish a consistent hiring process. This ensures that hiring is fair, and it makes it easier for you to compare candidates. Consider creating a checklist that keeps the position’s requirements and the qualifications you seek front and center.

Use data in the hiring process. We use data to make lots of decisions these days, so why not use it for hiring? While the impression the candidate makes during the interview carries considerable weight, going exclusively with your gut is so yesterday. Data offers valuable input.

Use PXT Select™. This online assessment is designed to help you select the best candidates for your organization. Candidates take an assessment, and PXT Select generates a report that provides insight into their behaviors and interests. It also tips you off to their verbal and math skills so you can see if they’re a good fit for the position.

PXT Select lets you compare candidates to one another and a single candidate to multiple positions. In addition, the reports have ongoing use as they provide tips for an individual’s onboarding, training, and development.

After the year we’ve had, focusing on 2021 is a welcome development. If your organization is growing, congratulations. We’re here to help you do it right.

Email us at learn@corexcel.com to learn more.

* Source: John Wiley & Sons, Inc.

After a Pause on Hiring, Reset and Restart

When the pandemic began, it abruptly threw businesses into turmoil. Workers went remote. Hiring in many industries was put on hold. Management focused on how to stay afloat and move forward. Now that states are starting to reopen and move towards a sense of normalcy, businesses are lifting the pause button, resetting, and starting to hire again. If you’re one of them, here’s what we suggest:

hiring reset after covid

Consider hiring remote workers1. Instead of bringing people on board and planning for them to eventually come to the office, you can add permanent telecommuters to the team. Unsure? Try a candidate out as a freelancer. Start with an experienced remote worker, communicate your business’s values, and establish guidelines. Also, be sure to convey your corporate culture and to verify a candidate’s identity.

Use a hiring tool. In the best of times, it’s a challenge to make sure you bring the right people on board. Now, without meeting candidates in person, you want as much insight as possible at your disposal as you decide who to hire. We recommend PXT Select™, an online hiring assessment designed to help you select the best candidates for your organization. It not only assesses thinking style (e.g. verbal reasoning), but also behavioral traits (e.g., independence), and interests (e.g., technical). It measures verbal and math skills, too.

This is important because you don’t want to hire someone who, although good at the job, ultimately won’t stay because they don’t feel fulfilled or engaged. PXT Select takes a variety of factors into consideration and provides information that lets you know if a candidate is truly a good fit.

Candidates complete an assessment online that takes an hour or less to complete. The system generates reports that let you truly get to know a candidate. It even suggests personalized interview questions for you to ask a candidate to probe deeper for more insight on certain points. You can also use the reports to compare multiple candidates.

So dust off your pre-pandemic hiring practices and reset with these tips. You’ll start fresh and bring in the best new hires for your organization.

Email us at learn@corexcel.com to learn more.

1Forbes.com: Hiring Your First Remote Employee? Follow These 16 Tips

Hiring the Wrong Candidates Costs You Time & Money

Hiring Roundtable

Here’s How to Hire Right

You need to fill that job, and you need to fill it now. You interview a candidate, have a terrific conversation, and hire them. A few months later, your new employee isn’t up to snuff. Sound familiar?

When you have an open position, it’s tempting to cut corners and quickly fill the spot. However, hiring mistakes cost your organization time, money, and emotions. In the long run, it pays to take the steps necessary to hire right.

A Hiring Solution

To add objectivity to your hiring process, use a hiring assessment. We recommend PXT SelectTM, a powerful online tool. PXT Select helps you hire the best candidates, onboard them effectively, and develop them over time.

The first step is for a candidate to take an assessment that looks at their behavioral traits, thinking style, and interests. Then reports are generated: 1) providing insight on the candidate and 2) letting you compare the candidate against job-specific models. You can quickly see if the candidate’s characteristics align with the ideal person for the job. There is even a report that suggests personalized interview questions to use to learn more about a specific candidate. Moreover, you can compare candidates to one another.

What sets PXT Select apart from other hiring assessments?

  • Once a candidate takes an assessment, you have ongoing access to all reports in the PXT Select suite. So down the road, when that employee wants a promotion, for example, you can use the data and check their suitability.
  • The reports are useful and easy to read. Packed with information on candidates’ skills, job compatibility, manager compatibility, and more, the reports don’t require interpretation.

Hiring tip: When you share candidates’ results with them, see how they respond. Their attitude when receiving feedback provides additional information for your decision.

Using a hiring assessment adds objectivity and efficiency to your hiring process. When you’re considering multiple candidates—all with good resumes and good personalities—the data removes some of the guesswork and points you to the best hire for your organization.

Email us at learn@corexcel.com to learn more.

3 Ways Unconscious Bias Can Hurt Your Workplace

People Greeting Each OtherThe Wall Street Journal recently ran a fascinating article, “Why We Stereotype Strangers“. It stated that we all have unconscious biases, even if we don’t want to. We form perceptions from childhood, based on what our parents tell us, what we see on television, and even what we observe in strangers. It’s not our fault that we’re biased–but we must understand the workplace implications.

Implicit bias directly affects your workplace. Interviewers, for instance, might be unconsciously drawn to candidates similar to themselves. Bias can hurt your organization because:

You can pass up talent

Finding good people is hard enough. It’s a shame to rule out excellent candidates because of bias.

You can miss out on your team’s expertise

If a team member’s race, sexual orientation, or religion is the root of a manager’s implicit bias, the employee’s valuable input might not be heard.

You can create an insular culture

If your organization lacks diversity, decisions can be made by a group of people not reflecting the diversity of your clients.

Thankfully, you can work around bias by having a goal. Where is your organization now, and where does it want to go? This includes revamping your hiring process:

  1. Describe the open position.
  2. State the competencies and traits necessary for it.
  3. Match candidates’ qualifications to desired competencies and traits without knowing their name, gender, race, age, etc.
  4. During interviews, be mindful of potential bias.

Perhaps the best way to work around implicit bias is to use an objective hiring tool, such as PXT Select™. This hiring assessment helps you select the best candidates by producing reports with objective data. PXT can’t tell if a candidate is male or female, black, white, or purple! With PXT, qualified candidates shine on merit.

To learn more about this topic or PXT Select, send an email through our contact form.

 

“PXT Select” is a trademark of John Wiley & Sons, Inc.

Webinar: Does Your Best Candidate Already Work for You?

Find Out with PXT Select!

Prospective Job Candidates

In today’s tight job market, it is more important than ever to choose right when hiring for an open position.

It is also critical to keep current employees interested and excited about future opportunities.

Solve both challenges by considering candidates often overlooked – those right under your nose!

Join us to discover a unique, new assessment that gives you objective data about your current employee’s thinking style, behavior traits and interests – PXT Select.

PXT Select will give you the data you need to make an informed decision about your team member’s capabilities and their ability to fill your open position.  You may find hidden talent and you will be better equipped to develop career paths for those employees you want to retain.

In this webinar you’ll hear:

  1. How PXT Select can help you match current employees with other positions.
  2. How  you can coach your current employee for success in their new job.
  3. What PXT Select measures and why it matters.

Date:  July 25, 2018

Contact Us to request the webinar recording.

Webinar: Discover PXT Select Pre-Hire Assessment

Identify Your Best Candidate from Sales to C-Suite

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 compaies 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 thank 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 PT 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:  March 29, 2018

Contact Us to request the webinar recording.

Learn more about PXT Select, request a demo or make a purchase.

Webinar: 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

Contact Us to request the webinar recording.

Learn  more about PXT Select, request a demo or make a purchase.

How Two Acclaimed Theorists Laid Groundwork for PXT Select

Interests Graph

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.