Hire the Right People to Build a Better Organisation

PXT Select is a powerful pre-employment assessment that helps fill the gap between resume and interview. It provides organisations with actionable data about candidates in a simple to understand format that can help you to interview better and hire smarter. There are two solutions to choose from below.

 

The Solutions


PXT Select™

PXT Select measures cognitive ability, behavioural traits and interests as they relate to preferred traits for a given job. Utilising a pre-hire assessment helps to place the right people in the right positions. This assessment is suitable for mid to high-end roles.

Customer Service Profile™

Deliver remarkable brand experiences – every time with the Customer Service Profile. Measuring six behavioural traits and two proficiencies, this profile is suitable for customer-facing roles in a variety of industries including but not limited to: healthcare, financial services, retail, and hospitality. 

Profiles Assessment Center (PAC) Helps You:

  • Oversee hiring and development processes from one digital location
  • Tap into on-screen reporting features to enhance your experience, provide at-a-glance insights, and help you make smart talent decisions
  • Save time, money, and energy from not having to track assessments the old-fashioned way
  • Create a modern and professional impression among candidates you hope to hire

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Google Review


The Global Impact of PXT Select

20+ years providing expert solutions with PXT Classic and PXT Select, our most innovative solution.


4,000,000+

Assessments Taken

42,000+

Organisations Worldwide

600+

Authorised Partners

93+

Countries

Frequently Asked Questions – The PXT Select Assessment


Because of the Computer Adaptive Testing feature, every user has a different experience. As a result, the time to complete can vary from person to person. We recommend candidates set aside approximately 60 minutes to complete the assessment. Some complete it in less time while others choose to be more deliberate and take more time. Candidates can finish the assessment at their own pace.

It’s best to recommend that candidates wait until they can give the assessment their full attention and are situated comfortably.

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

Frequently Asked Questions – The Customer Service Profile Assessment


We recommend candidates set aside 45 minutes to complete the assessment.

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.

Frequently Asked Questions – Adaptive Testing


The Behavioural Traits and Thinking Styles sections of the PXT Select assessment and the Behavioural Traits section of the PXT Select Non-Cognitive assessment use adaptive testing.

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.

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