Do you ever wonder how you can hire the best candidate? There is a new hiring assessment tool that can help – PXT Select. Inc. magazine has a featured article on PXT Select.
Then go to Corexcel’s PXT Select page for more information.
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:
Date: October 26, 2017
Time: 2:00 – 3:00 ET
Can’t attend? Register anyway, we’ll send you a link to the webinar recording.
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.
[Holland’s RAISEC Model]. (2017). Retrieved from Corexcel’s Ready to Hire Simpler and Smarter PowerPoint Webinar.
People are the Most Valuable Variable in Business
“My inventory goes home every night.” — Michael Eisner
In case you missed our live webinar and don’t have time to listen to the recording, here’s a high level recap of our June 2017 webinar, “Ready to Hire Simpler and Smarter?
Although technology often drives business success, the number one asset to any company is personnel. Human resources supply the brainpower, capabilities and distinctive personalities to drive the business.
Putting the wrong person in a job can result in negative attitudes, conflict with other employees, poor attendance and high turnover. An assessment that evaluates the strengths, attributes and interests of employees and potential hires can help minimize poor job placement and create an efficient, productive workplace.
With the PXT Select hiring assessment, you can identify the best person for each role. As the business changes, you can use PXT Select to identify future roles for employees that build on their strengths and a maximize productivity within the organization.
Unsuccessful hires cost money and hurt morale. Resources spent on advertising, interviewing and training an individual are wasted when new hires don’t work out, regardless of the reason.
In November 2016 Career Builder sponsored a poll by Harris on the cost of poor hiring decisions. They surveyed 2,379 HR professionals and hiring managers across private sector companies and business of various sizes. 75% of the managers surveyed affirmed they had made a bad hire. On average, the reported cost of a bad hire was $17,000.
NOTE: 20% of those surveyed knew they had made a hiring mistake within the first week. 53% knew within the first three weeks!
The Challenge of Successful Recruiting
Successful recruiting requires that an organization have a clear description of the skills and attributes necessary to fill a position. They also need a way to compare individual candidates to see if they are a good fit for their positions. Many companies rely on interviews and “gut feelings” alone to determine which candidate they hire.
Most hiring managers admit that even with a good job description, interviewing requires skilled questions and observations. To make matters worse, poor interviewing skills and lack of time to conduct multiple interviews can result in a choice between several unqualified candidates. Picking the lesser of two evils is never the right way to select a new employee.
An Innovative, Easy-to-Use Hiring Solution
Corexcel clients now have access to PXT Select, a new online hiring assessment that tests a candidate’s verbal and numerical skills, verbal and numerical reasoning, behavioral attributes and interests. A series of powerful reports compare the candidate’s results with multiple positions and with other candidates. Most helpful, managers also get a series of questions to ask the candidate and tips on “what to look for” and “what to listen for” during the interview.
An assessment is required for each candidate. Once a candidate logs on to the testing platform, the assessment takes 60-90 minutes to complete. Candidate results are measured against a Job Performance Model that describes the skills and attributes necessary to perform a specific job. Corexcel works with clients to select performance models that match their needs.
The price of an assessment includes 9 reports. We’ve highlighted four of them in our blog. We also have samples of all of the reports posted on Corexcel’s website.
The Comprehensive Selection Report provides insight into a candidate’s verbal skills, numerical aptitude, reasoning facilities, behavior style and interests. It also identifies potential areas of concern such as mathematical deficiency or behavior trait that might warrant further probing, depending on the skills and/or needed for the position. It gives recruiters suggestions on what questions to ask and what to look for in an interview.
The Multiple Positions Report summarizes a candidate’s fit across several positions within a business while elaborating on their behavior style’s personal interests and showing how their score could affect their success in any given position.
The Multiple Candidates Report measures several potential hires alongside one another. This report also compares the behavior traits and personal interests of multiple candidates along with numerical and verbal ability.
The Coaching Report is designed to offer insight into the mindset, capabilities and aptitude of an existing employee. This helps managers determine areas where a candidate or new employee could benefit from coaching related to the position that they have been hired to fill.
Join the Recruiting Revolution
PXT Select is founded on the belief that people perform best when they are placed into positions that are most suited to their abilities and traits. It simplifies the process of identifying and placing individuals where they are most likely to succeed.
Contact us for a demonstration so that you can streamline your hiring process and save valuable man-hours and recruiting resources. Let us help you put the right people in the right positions.
Join us this month to continue your discovery of PXT Select .
Last month we covered the history and methodology used to develop PXT Select and how it helps you get a clear picture of a candidate’s verbal skill, verbal reasoning, numerical ability, numerical reasoning, behavioral traits and interests.
In this month’s Webinar we’ll cover the importance of onboarding and supporting new hires and how PXT Select helps you:
We’ll also review:
PXT Select Part 1 was held on June 15th. If you missed Part 1, we’ll be happy to send you the recording to review. Simply send your request through our contact form.
“PXT Select” is a trademark of John Wiley & Sons, Inc.