Take the guess work and risk out of hiring. Make hiring right the first time your competitive advantage. Making a bad hire decision is avoidable if you add PXT Select data to your due diligence. The secret behind hiring quicker and smarter is better and more data. Typically employers lack about one third the information they need to make an informed hiring decision. They don't know if the person really likes the work, if they will mesh with their team, the culture and above all else see eye to eye with their manager. Hire great talent is one thing keeping it is another and that's where the PXT Select suite of reports kick in. Coaching, career planning, teamwork, employee/manager communications, leadership development create a win for the employee, manager, team, and the organization.

1. Hire Simpler and Smarter
You know who your top employees are.
Beyond their technical skills your best
employees most likely have good
communication skills, a positive outlook
and they enjoy their work and fit well
with their job, the culture, their teams
and above all else they get on well with
their manager. You would like to hire

2. candidates that have similar
characteristics which is perhaps why so
many employers have turned to
marathon interviews because they lack
a valid and reliable measurement tool to
identify the right candidate.
It's easy to screen for hard skills, but how
do you assess for empathy, or a positive
outlook? It's worth noting that it's the soft
skills that can be most crucial to a
candidate's post-hire performance.

3. Job postings with a string of soft skills
does nothing to ensure the candidate
actually has the level of soft skills you
are looking for. The operative word here
is LEVEL!
All candidates share some level of
"attention to detail" or “multi-tasking”
but my level is going to be different than
yours and mine may not meet the level of
focus and quick pace required by the

4. job, while your aptitudes may have a
better fit. There lies the rub. How does an
interviewer, recruiter, or hiring manager
independently determine which of us has
the right behavioral level without using a
special tool?
It's important to note that we all share
varying degrees of basic human
behaviors; and all jobs requirement
varying levels of behavioral skills and
aptitudes levels. Matching the right
person to the job based solely on an
interview and resume is fraught with
uncertainty.
The Good Old Bell Curve
For those of you who skipped the bell
curve lecture in Psych 101 here's a little
refresher. Psychometric research (the

5. design and interpretation of tests that
measure psychological values) collects
the data from tens of thousands of test
takers and charts the results on a 1 to 10
scale.
Let's look at Self-Starter as an example,
or one's preference for independence,
multi-tasking, and assertiveness often
associated with sales.
On the low end of the continuum 1, 2, or
3 we can surmise that a person with this

6. score works best in a structured highly
focused, repetitious and exacting
position perhaps a Data Entry Clerk, or
Loan Processor.
At the high end of the continuum 8,9,10
we can surmise that a person with this
score works best in a fast paced, multi-
tasking, less constrained role such as
sales. Neither score is bad or good. The
value of the score is relevant to the job
requirement.
The outliers have behaviors that few
others possess. If I'm hiring a Sales-rep
I'm looking for Self-Starter scores in the
8,9,10 range and if hiring for a Data-

7. entry-clerk, or Laboratory technician I
will give preference to candidates
scoring in the 1,2,3 range.
Without the right tool, finding the right
people for the job is filled with risk and
intuition. Résumés and interviews are
unreliable often leaving the interviewer
with more doubts than a sense of
confidence.

8. Do they have the aptitude to get the job
done? How will they behave in difficult
situations? How will they work with their
manager or on their team? Will the job
motivate and inspire them to stay for
the long haul? These doubts are
dispelled if using the right pre-hire
assessment.
That’s why it makes sense to choose PXT
Select™ Job Fit assessment and Insights

9. For Performance to provide our free
service to oversee the administration of
the PXT Select assessment. Our reliable
and proven assessment service helps
organizations make smarter hiring
decisions.
With PXT Select, and IFP you’ll be able to
plan earlier, interview better and faster,
hire smarter, and retain longer.
Many hiring managers start the selection
process without knowing what their

10. ideal candidate looks like. Whether
you’re seeking a senior executive, a mid-
level manager, an individual contributor,
or a salesperson, PXT Select™ coupled
with our two decades of experience will
help you build a custom performance
model using a five-minute Job Analysis
Survey to fine tune traits and behaviors
required for success in a specific role.

11. The PXT Select™ coupled with IFP’s free
administrative services helps hiring
managers and recruiters align early in
the hiring and selection process by
defining performance targets across
cognitive traits, behavioral traits, and
occupational interests that are critical to
success.

12. The performance model taken from our
extensive Performance Model Library is
based on others in the same or similar
role from your industry, who have been
successful in that role and the model can
be downloaded from the Performance
Model Library where it can be
customized collaborating with your IFP
support representative.
The performance model may also be
derived through a Concurrent Study
The scores of three or more of your top
performing individuals who have taken
the PXT Select are used to build a
custom performance model using our
proprietary AI.

13. The system's algorithm builds a
performance model based on the
aggregate scores of your organization's
top performers.
These targets, also known as
Performance Models, determine the
range of scores typical for success in the
position you are trying to fill.

14. IFP helps fine tune the model with you
to create a clear profile of the ideal
candidate.
Transition from subjective impression
driven interviews and decisions to
efficient data driven interviews and
hiring decisions. Spend less interview
time uncovering challenge areas and
strengths and more time exploring them
with personalized behavioral questions.
Move your candidates forward faster
and with confidence. The Multiple
Candidate Report prioritizes
interviewing top candidates first,
reduces time to fill and mitigates
reliance on multiple interviews.

15. Knowing who to put through the
interviewing process can be daunting.
Resumes and references may look great,
but how do you know what’s below the
surface? And let’s be honest—
interviewing, even when done right, is
not an easy task.
It takes time to prepare job related
questions for the interview, and a lot of
experience to know what to ask, and the
process can be intimidating if you’re not
an expert interviewer. Asking insightful

16. questions is just one piece. Remaining
objective and knowing what to listen for
is every bit as important. But don’t
worry, we can help. The PXT Select
Comprehensive Selection Report with
tailored interview question will have you
interviewing every candidate with
objective, bias free, insightful behavioral
questions.

17. IFP is with you every step of the way. Our
experienced team manages every step of the
assessment process for you and there is no cost
for our services.
The PXT Select™ assessment asks
candidates to respond to a set of
questions to determine their fit to the
position. The higher the overall Job Fit
result, the better the fit to the role.
Hiring managers can reach out to the
most qualified candidates and advance
them to the interviewing process.
Assessment results include personalized
interviewing questions to probe for how
candidates might respond in different

18. situations, especially in areas where the
person doesn’t quite fit the model. This
can provide insight that will help hiring
managers better assess the fit with the
team and organization.
Hiring the wrong person can be
expensive. We help you objectively
compare candidates against your chosen
benchmark to understand if and how
they fit the requirements of the job. You
can also compare multiple candidates to
see who might be a better fit.

19. Is your organization committed to
unbiased hiring and promotions?
Make "job fit" a strategic approach to
an inclusive and diverse culture. As with
any assessment it should account for no
more than one third of the talent
decision.
See Discrimination Lawsuits on the Rise
Gathering information from the résumé
and the interview is a great start, but

20. how do you know you’re choosing the
right person? Or maybe you have two
great candidates, but aren’t sure who
might be the ideal match?
Choosing a candidate is a huge
responsibility. If you make the right
choice, it’s a win. If you don’t make the
right choice, it can cost your
organization thousands of dollars—not
to mention the extra time and effort of
recruiting someone new and fixing any
damage the “bad” hire left behind.
The PXT Select™ assessment compares
candidate results to the job

21. requirements and provides an overall
Job Fit result. The closer the result to the
target, the better the fit. With our
unique Job Fit feature, PXT Select
measures the overall fit to the role
measuring across 20 different variables
that span Cognitive Thinking and
Problem Solving, Behavioral Traits, and
Occupational Interests. This provides
unbiased insight across all candidates in
the selection process. And you aren't
alone on this quest. IFP is with you every
step of the way to guide and assist at no
additional cost.

22. It takes effort to hire the right people;
keeping them requires even more.
Our inclusive full suite of reports helps
managers ramp up new employees
quickly and effectively. Develop bench

23. strength by getting a full picture of how
employees might fit future job
assignments and opportunities with a
Multiple Positions Report.
Managers are empowered to lead their
team at the level of one using the
multiple reports to coach, avoid conflict,
improve team work, build leadership
skills and more.
The PXT Select™ assessment is fair and
unbiased and complies with the U.S.
Department of Labor’s Fairness and
Adverse Impact guidelines and is free of
discrimination to the selection process

24. against any individuals or demographic
group. PXT Select 2019 research paper .