In my work with business owners and senior leaders, hiring and retention nearly always come up at some point. Sometimes, it seems like a roll of the dice when it comes to choosing between candidates. The focus of this article is to introduce you to PXT Select ™ as a hiring essential to make better, data-driven decisions.
If your company is like many others, you may try to improve the hiring process by having a candidate take one or more skills tests to see if they know certain information and/or have certain skills. Even though, this process makes a lot of sense. The problem, as you may have discovered, is that this process often doesn’t tell you whether the candidate has the cognitive skills consistent with others who have been successful in that position. It also doesn’t tell you how they will be performing the job or how they will thrive and enjoy the position. In other words, skills tests don’t tell you if this person is a good fit for the position.
Why is hiring such an issue? Consider these factors:
- Managers concluded that one in five (20%) new hires are bad hire decisions or they have regretted decisions.[1] Poor hires adversely impact morale, take more managerial time, and undermine the culture.
- U.S. Department of Labor said the cost (of a bad hire) was 30% of the first year earning of that employee —and it may be low.[2]
- Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. A staggering 87% of employees worldwide are not engaged. [3] The situation improves a little in the U.S. where disengagement is around 66%.
- Companies with highly engaged workforces outperform their peers by 147% in earnings per share.[4]
If we are to get the right people on the bus and in the right seats, we must embrace better hiring practices. This is where PXT Select ™ can make a difference.
Below are 13 reasons for using PXT Select ™. The first 3 should be enough to convince you to try PXT Select ™. If not, the 10 others should seal the deal.
- Harvard Business Review conducted a study on 360,000 individuals over 20 years and stated that Job Fit was the #1 predictor of success in a role.[5] Job fit typically includes the cognitive ability to do the job, behaviors congruent with the job, and personal interests. PXT Select ™ focuses on these three elements of job fit. The process starts with a performance model and the range of scores of those who have been successful in performing that position. The performance model is customized to the client company and then validated by those in your company who are already successfully performing the position. After this process is complete, the assessment can be administered to candidates.
- According to the Corporate Executive Board Report: Only 5% of companies feel that they have the Best in Class hiring practices. The issue is too often, decisions are made on impressions—they have a good resume, they interview well, and maybe you even want to hang out with them, but decisions are not made through data. PXT Select ™ give you real data to consider in the hiring process.[6]
- Only 12% of new hires feel their company did a good job onboarding them. The #1 pitfall is “Mismatching expectations between recruiting and the role itself.” The 3rd pitfall is not helping to set up the right relationships.[7] PXT Select ™ helps by making sure the position requirements are aligned with the candidate, which results in less mismatched expectations. The PXT Select ™ Coaching Report gives the new hire’s manager insights into the new hire and where the new hire may struggle. The Team Report provides insights into how the new hire compares with team members. These reports help with the successful onboarding of the new hire.
These three points should peak your attention enough to consider PXT Select ™. If not, here are 10 others.
- PXT Select ™ helps make the very human decisions about hiring simpler and smarter. It is a selection assessment that measures a candidate’s cognitive abilities, behaviors, and interests.
- PXT Performance Model Library has 170+ performance models that cover 94.5% of jobs categorized by the Department of Labor.
- Candidates take one assessment, which gives you access to a suite of 13 different reports. You only pay for the candidate once, then all the reports are accessible. The most common include: Comprehensive Selection Report, Multiple Candidates Report (Multiple candidates. One position.), Individual Feedback Report, Coaching Report, and Leadership Report.
- PXT Select ™ Performance Models meet the standards required for the selection:
- The psychological community established standards for precise and stable measurement and scoring
- U.S. Department of Labor “Principles of Assessment”
- PXT Select ™ uses computer adaptive testing, which means the assessment adjusts as the candidate answers the questions, selecting the next question based on his or her previous response. Therefore, each person’s assessment questions will vary.
- Assessment results equip organizations and hiring managers with easy-to-understand data about the candidate, and provide intuitive questions based on the candidate’s results, which strengthens the interview and/or onboarding processes.
- PXT Select ™ is compatible with most applicant tracking systems.
- You can have as many candidates take the assessment as you want, but you only pay for using PXT Select ™ when you download the assessment results.
- PXT Select ™ is designed to detect someone trying to manipulate the results.
- PXT Select ™ is EEOC compliant.
I think you will agree that PXT Select ™ makes some strong points for its use. Are you interested? Give me a call at 916-622-3545 to set up an appointment. I would love to discuss how PXT Select ™ will benefit your organization and make your hiring decisions simpler and smarter with proven data to support the decisions.
For the Faith-Based:
The Bible speaks of a variety of gifts. One such reference to this is found in 1 Corinthians 12:4-7:
“There are different kinds of gifts. But it is the same Holy Spirit Who gives them. 5 There are different kinds of work to be done for Him. But the work is for the same Lord. 6 There are different ways of doing His work. But it is the same God who uses all these ways in all people. 7 The Holy Spirit works in each person in one way or another for the good of all.” (New Life Version)
Why are people equipped with these different gifts? The church body needs them to carry out the work that Jesus left for it to do.
Later in this same chapter, the Bible uses the metaphor of a body. Each part of the body serves an important function. No one part is more important than another—each is important if the body is to work properly.
Knowing your gift(s) is important so that you can function most effectively in the Body of Christ. In essence, knowing your gift is the same as having the right job fit. If your gift is one thing, but you are trying to do something else, you probably won’t be as effective, and you may not enjoy it as much either.
Reference:
[1] The Corporate Executive Board 2013 Report “Selecting High-Quality Hires for Today’s Work Environment,” https://www.cebglobal.com/blogs/one-in-five-hires-are-bad-hires-2/.
[2] https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/#5fe2e98f4aa4
[3] Gallup Survey-2017 State of the American Workplace http://www.gallup.com/.
[4] Ibid.
[5]Herbert M. Greenberg and Jeanne Greenberg, Job Matching for Better Sales Performance, Harvard Business Review, September 1988, https://hbr.org/1980/09/job-matching-for-better-sales-performance, (accessed 28 February 2023).
[6] The Corporate Executive Board 2013 Report “Selecting High-Quality Hires for Today’s Work Environment,” https://www.cebglobal.com/blogs/one-in-five-hires-are-bad-hires-2/.
[7]Mark Perna, 7 Onboarding Pitfalls That Are All Too Easy To Fall Into, Forbes Magazine, 26 April 2022, https://www.forbes.com/sites/markcperna/2022/04/26/7-onboarding-pitfalls-that-are-all-too-easy-to-fall-into/?sh=784d4c15ac83 (accessed 28 February 2023).