Take Behavioral Interviewing to a New Level.
Why are employer's getting a very disappointing return on their interview practices? According to a Gallup workforce study only 3 out 10 employees are fully engaged with their work; costing employers billions in lost productivity and innovation (Gallup 2019 research) and we have a new hire turnover rate where 20% leave within the first 45 days and another 30% leave within their first year. If we keep doing what we're doing, we're going to keep getting what we're getting.
It's a fact. The more information you have about a candidate the better the interview and the decision. Hiring managers and recruiters lack two thirds of the information they need to make an informed decision which causes the hiring manager to rely on their intuition and gut feel. Plugging the information gap with more candidate data yields a more effective interview and a better decision. Statistically our gut feel is not any better than a toss of a coin. The additional two thirds of the information needed to make a confident hiring decision is easily obtained using a valid total person assessment - The PXT Select.
According to a SHRM study most hiring professionals say they make hiring decisions within the first five minutes of the interview. That gives candidates barely enough time to make small talk and deliver their response to "Tell me about yourself" before their fate is sealed, according to research conducted by Rachel Frieder, assistant professor of management at Old Dominion University in Norfolk, Va., and her colleagues.
Yet there's scant evidence that hiring decisions based on first impressions and gut feelings are effective. About one-third of new hires quit within the first six months, according to research from BambooHR, an HR software company in Salt Lake City. Factor in employees who were terminated because of poor performance or attitude, and that adds up to a groundswell of turnover before the onboarding process is even completed.
What is it about gut feeling that makes it so ineffective? It's the absence of hard data and the lack of facts and reality," said Tom Sorensen, a partner with Boyden Global Executive Search in Chicago.
Given this poor track record, hiring managers might do well to take a page from Jack Welch's playbook. The former chairman and CEO of GE told an MBA class that he never trusted his gut when making hiring decisions because first impressions and subjective opinions are unreliable predictors of success. He preferred to look for evidence that candidates had the right hard and soft skills and were a good fit for the company.
See Closing the Soft Skills Employability Gap - Why Soft Skills are more critical than hard skills.
The PXT Select identifies the right job candidate by using advanced, proprietary, Performance Model and Job Fit technology that quickly analyzes the thinking style, interests and behaviors of the perfect employee for that job the other two thirds of the information missing from a traditional interview and hiring practice.
We all want to hire with CONFIDENCE! The comprehensive selection and interview report will change the way you interview and give you confidence in your decisions. Reach out for a copy.
The Interview Should Be About Validating Soft Skills
Why should the interview prioritize vetting soft skills? The applicant's hard skills; experience and education would have been vetted or they wouldn't have made it to the interview. This is the time to focus on soft skills.
Discovering a candidate's behaviors, attitudes, and motivation in a sixty minute interview is impossible without the right tools. Perhaps that explains why new hire turnover is high and employee engagement is low.
Hypothetical Interview Questions
Hypothetical and situational questions don't produce data. The PXT Select a valid psychometric assessment does.
The internet is awash with job seeker advice on how to field interview questions.
Here's a small portion of what your search will yield:
- 20 Situational interview questions and answers to nail your interview
- 15 Hypothetical interview questions and tips on how to answer them
- Best hypothetical interview questions and answers
Meet Ben
Hiring an employee is like getting your player on base, retaining them is like getting them across home plate. The flip side to hiring is retention and these inclusive PXT Select reports will work wonders with your retention challenges. Reach out for samples.
Manager/Employee - Communications & Coaching
The employee/manager report and the employee coaching report builds trust between the manager and employee, which is one of the most important yet fragile business relationships.
Teamwork
The team's leader report provides valuable suggestions on how you and members of your team can work together to achieve the team's goals. Team members have a deeper understanding of each other's uniqueness to help them work better together, be more tolerant, and experience less conflict.
Hire and Promote Outstanding Leaders
The PXT Select Leadership Report provides invaluable insight into a candidate’s leadership potential and their approach to meeting leadership challenges.
It helps hiring managers understand how a candidate leads by revealing an individual’s key characteristics and their personal strengths and challenges as they relate to six universal Leadership Skills.
Succession Planning
An employee's data can be applied to other jobs in the company to facilitate career mapping and succession planning.
Profiles Assessment Center
The Platform You Need - All the Data You Need - All in One Place - to Make Smart Talent Decisions
The Profiles Assessment Center? (PAC) helps you manage, schedule, deliver, and fully utilize assessment information—all from one secure, accessible location. Forget having to compile and keep track of a forest’s worth of paper assessments and reports. Instead, tap into the information you need to make smart, confident talent decisions from the convenience of your computer.
The PXT Select Suit of Solutions For Every Talent Need
As a leader in the assessment industry, the PXT Select? suite of assessments provides talent management tools that help leaders and managers collect accurate, objective, and reliable data to select, manage, develop, and retain employees that drive results.
The PXT Select suite of assessments offers several solutions to the most common employee-related challenges as well as personalized, actionable insights to increase employee productivity and improve performance. Hire smarter and engage your talent fully with PXT Select.
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