Pre-Employment Assessments

The assessment measures three Sections: Thinking Style, Behavioural Traits, and Interests. They represent what follows the Person-Environment Fit Model, which has evolved into today’s Total Person models of job fit. The three areas that impact an individual’s approach to situations in the workplace include Cognitive Ability, which measures if someone can do the job, Behavioural Traits, which measures how they do the job, and Interests, which measures if they enjoy the job.

The PXT Select assessment measures how well an individual fits specific jobs in your organisation. It is versatile and can be used along the entire employee lifecycle. Common uses include selection, onboarding, managing performance, and strategic workforce planning. The assessment helps organisations establish an efficient and effective hiring and selection process, avoid costly hiring mistakes, reduce turnover, improve employee satisfaction and productivity, effectively onboard and develop new hires, and assists managers with succession planning and career pathing opportunities for their people.

It is intended for people in organisations responsible for making selection and development decisions. This could be business leaders responsible for organisational design (i.e. “What roles are needed? What are the characteristics of these roles?”) and/or managers responsible for finding suitable candidates for those roles (i.e. “Who is the right fit for the job?”) as well as managers responsible for engaging and developing their people to perform at their full potential through onboarding, coaching, and leadership and skills development.

In general, a Performance Model is a template to which you compare your candidates. It is a snapshot of the preferred traits for a given job. For example, some jobs require a more urgent pace versus a steadier pace. Performance models from our library are based on the traits of people who have been successful in specific positions.

When assessing current employees with any of the PXT Select tools, we recommend that HR and/or managers communicate ahead of time what the assessment will measure (i.e., Cognitive, Behavioral, Interests, Leadership Skills). Also, we recommend telling the employees why they’re being assessed and how the information will be used.

If using the PXT Select Assessment, there’s also a short video describing the assessment for respondents to view before they begin. It explains the estimated amount of time they should set aside to complete it and what type of questions to expect.

The Individuals Feedback Report and the Individuals Graph report are the only purpose-built reports, intended to be given to the candidates. However, the decision what to provide the candidate is yours entirely. I would suggest that other than the two mentioned above, the Coaching Report could be used for effective performance-based conversations between employee and manager, and the Leadership Report could be used to help an employee self-identify areas of development and relevant projects to address these

Behavioural characteristics (trust, tact, empathy, conformity, focus, flexibility), basic proficiencies (vocabulary and numerical ability), and Company Service Perspective (alignment between the company and the candidate’s expectations for good customer service)

The assessment can be used for general customer service positions or tailored for specialised industries such as hospitality, healthcare, financial services, and retail. The versions for specialised industries are only available in English.

Customer Service employees who are well matched to their positions tend to have higher attendance records, less turnover, higher job satisfaction, and superior job performance. Both the employee and the employer share the benefits of enhanced person-to-job fit and strong customer service characteristics. Organisations use the Customer Service Profile to develop effective work teams, design optimal customer service departments, help supervisors determine which approach will work best when working with a particular employee, and help develop customer training plans.

The survey is designed to provide information to hiring managers about job applicants for customer service positions, regardless of their job titles. The report covers the assessment taker’s Customer Service Perspective, (and its alignment with that of the company), two basic work-related Proficiencies, and six important Behavioural Characteristics, including Trust, Tact, Empathy, Conformity, Focus, and Flexibility.

When assessing current employees with any of the PXT Select tools, we recommend that HR and/or managers communicate ahead of time what the assessment will measure (i.e., Cognitive, Behavioral, Interests, Leadership Skills). Also, we recommend telling the employees why they’re being assessed and how the information will be used.

If using the PXT Select Assessment, there’s also a short video describing the assessment for respondents to view before they begin. It explains the estimated amount of time they should set aside to complete it and what type of questions to expect.

Adaptive testing means the assessment adjusts as the candidate answers the questions, selecting the next question based on the previous response. So, each person’s assessment questions will vary. AT creates a better candidate experience for the assessment taker and a more precise measure of their behaviours and problem-solving abilities.

Adaptive Testing uses fewer questions and results in increased precision. Some candidates may experience a shorter test-taking time.