Page 17 - NBIZ December 2023

As a general rule, one should look for 80% match
and above as predictors of success. All top performers
had overall job match ratings of 82% or higher while the
bottom performers scored 70 and 74% overall and most
concerning a 65% on thinking style.

The PXT Select also looks at 9 behaviors common to sales,
management and most positions. Again, green shows
distribution of top performers and red are bottom per-
formers. Normed curve principles still apply. Not all nine
are critical but a few are when accommodating where
bottom performers are too blunt, unfiltered, and perhaps
insensitive to the emotions of others.
In addition, manageability where bottom performers
are less policy or procedure driven and likely prefer to
question both authority and policy more than top per-
formers do. To a lesser degree, assertiveness needs some
attention. (See below visual for context)
When using the data, one must look at the overall
person comparing each response to the benchmark and
assign an objective job match rating here.

The PXT Select also gave us interview questions and
coaching suggestions specific to how the person fit the job
with focus on the areas where they scored outside of the
benchmark. Clients consistently find they are avoiding the
mistakes that gut feel leads to and have a more objective
measure when making hiring decisions.
It has given HR, bosses, and trainers a better idea of
what mentoring, training, and upward potential the candi-
dates and employees have to offer to the firm and what the
firm can offer to them in return.
The PXT Select differential study approach is a
combination lock to success! When employers study the
behavioral core of the top and the behavioral core of the
bottom, one can differentiate between the two set models
for hiring, and coach employees for long-term success. N

For further information, please connect with Michelle
Caspole at mcaspole@assessmentspecialists.com.

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