1-888-658-6641
Back to blog

Category: PXT Select

The Labor Market is Strong: Tips and Tools to Aid the Hiring Process

Posted on

Hiring AssessmentsThe labor market is strong and continues to grow, with employers posting 11.3 million jobs in May 2022, making it an exciting time to be looking for a new job. According to the latest jobs report from the Bureau of Labor Statistics (BLS), hiring demand has remained strong in most industries, except for manufacturing and mining.

The current demand in the labor market is being driven by an expanding economy and low unemployment rates. This is a great time to be hiring, but it’s important to have the right strategies and tools in place. Let’s discuss some hiring process tips and tools, including using a hiring assessment.

The Current Demand in the Labor Market

As mentioned, the current demand in the labor market is being driven by an expanding economy and low unemployment rates. This means that there are more job openings than there are unemployed people to fill them.

In May, employers posted 11.3 million job openings in the United States, a signal of an extremely tight job market. The beginning of 2022 saw more workers quitting, however that has slowed now, and firing has risen. In May, 4.3 million workers quit their jobs, while there were 1.4 million layoffs and discharges.

Workers Continue Their Job Search

Job seekers continue to look for new jobs regularly, making it a good time to be hiring. However, there are a few tips to keep in mind during the hiring process to ensure it goes smoothly.

Hire for Potential

One tip is to hire for potential. When looking at candidates, don’t just consider their current skills and experience, but also think about their potential to grow and develop in the role.

This can be difficult to assess, but there are a few key questions you can ask during the interview process to get a better sense of a candidate’s potential:

  • What are your long-term career aspirations?
  • What are some skills you would like to develop in the next few years?
  • When was the last time you learned a new skill?

Review Candidates Based on Your Current Organization’s Needs

Another tip is to review candidates based on your current organization’s needs. Consider not only the skills and experience a candidate has but also how they would fit into your company culture.

It can be helpful to create a list of key qualities you are looking for in a candidate and then use that as a guide during the interview process.

Use the PXT Select Employee Hiring Assessment Tool

One tool that can be extremely helpful during the hiring process is the PXT Select Employee Hiring Assessment offered by Corexcel. PXT Select is a innovative hiring assessment that can help you identify which candidates have the necessary skills and abilities for the job. It can also help you predict job performance and assess fit within your organization.

The PXT Select Hiring Assessment is a fantastic way to identify optimal candidates for the job and ensure a successful hire.

It works by candidates first taking an assessment that evaluates three key areas: Interests, Behavioral Traits, and Thinking Style.

Thinking Style: The thinking style portion of the assessment measures how an individual approaches problem-solving and decision-making.

Behavioral Traits: The behavioral traits portion of the assessment measures an individual’s approach to work, including their motivation, adaptability, and teamwork.

Interests: The interests portion of the assessment measures an individual’s preferences and interests in relation to work tasks and activities.

After taking the assessment, you will receive a detailed report that highlights their strengths and areas for development.

If you’re looking for a better way to identify the optimal hire for the job, then consider using the PXT Select Employee Hiring Assessment. This assessment tool can help you make better hiring decisions by finding the best fit for your organization.

Source: https://www.wsj.com/articles/hiring-demand-remained-strong-as-summer-started-economists-estimate-11657099801

We’re Going Hybrid. Should You?

Posted on

Corexcel has focused on workplace trends for years, but we’ve never seen anything like this. The pandemic has brought about a workplace shift that’s becoming as widespread as the virus itself. Last spring, businesses, and organizations scrambled to establish work-from-home arrangements for employees. Now, nearly a year later, businesses throughout the U.S. are embracing hybrid work style and fully remote work options.

For a change of pace, we’re sharing our own work experience as it might serve as a useful example for other businesses.

Our Hybrid Experience

At Corexcel we went fully remote in 2020, and we recently transitioned to a hybrid work arrangement. We’re still ironing out the kinks, but for now, our team is working remotely on Mondays and Fridays and in the office on Tuesdays, Wednesdays, and Thursdays. So far, we’re finding the three-days-in-the-office-two-days-at-home arrangement to be a good balance.

woman on her laptop sitting on couch wearing a headset

We decided to try a hybrid format to:

  • Provide flexibility for employees
  • Reduce our rent expense
  • Lower the company’s carbon footprint

Before going hybrid, we polled the Corexcel team and, interestingly, no staff members indicated a preference to work virtually every day. While that might not be the response at every business, we’re finding that our team members aren’t missing a beat. In fact, our employees are comfortable and working effectively with the new arrangement.

We asked why they like the hybrid arrangement and received these comments, among others:

  • “It’s nice to skip the commute sometimes after being on the go with the kids.”
  • “I can work more at my own pace.”
  • “I appreciate the mix. I get quality time with the kids, but I also get time in the office with no kids and no dog.”
  • “Hybrid is so flexible. We can start a project in the office and finish the work at home at night if that works best with our schedule.”

These benefits would resonate with employees at other organizations as well.

Why Hybrid Instead of Fully Virtual?

As we see how our hybrid work arrangement plays out, we might decide to go virtual; who knows. For now, we like coming in part of the week to get a sense of normalcy. Our time in the office works well for meetings, too. Employees who might be hesitant to speak during a Zoom call are often open to speaking at an in-person meeting. For us, the hybrid model seems to be the perfect mix.

A Trend That’s Here to Stay

From our own experience, though brief, as well as input from other businesses, we believe a hybrid workplace could be the wave of the future. We’re hearing that business owners feel hybrid work styles widen the hiring pool. Candidates who might find the commute too much on a daily basis based on their location might be willing to travel two or three days a week. In addition, if a hybrid structure makes employees happy, they’re going to be loyal to the company. Hybrid workplaces could lead to less employee turnover, and in turn lower costs.

Going Hybrid?

If you’re going hybrid, there are several factors to consider. SHRM’s article, “What to Consider When Moving to a Hybrid Work Model,” is a good place to start. If you’re concerned about hiring when your team isn’t in the office full-time, we recommend using a hiring assessment tool to screen candidates. PXT Select™ lets you assess candidates on thinking style, behavioral style, and interests—from wherever they are. If you’re thinking of going hybrid, please let us know!

Email us at learn@corexcel.com to learn more.

Are you Hiring? Be Sure to Hire Right

Posted on

What a year we just had; businesses and organizations across the board scrambled to revise operations, workers went remote, and hiring in many sectors came to a halt. As we enter a new year, hiring freezes are beginning to thaw. If you’re fortunate enough to be hiring, be sure to hire right with these best recruitment practices.

woman typing on the computer with the word assessment on the screen

Employing the wrong candidate comes at a cost. It costs you money. It costs you time. In fact, the cost of a bad hire is considered to be the equivalent of an employee’s first-year salary*. According to surveys conducted by John Wiley & Sons, which questioned 2,000 individuals, hiring practices are a common problem:

  • 39% of hiring managers do not always align job requirements with candidates.
  • 54% say candidates are not always assessed with a structured interview process.
  • 65% of hiring managers rely on their instincts rather than data.

To help ensure that you bring the right individual(s) on board follow these best hiring practices:

Establish a consistent hiring process. This ensures that hiring is fair, and it makes it easier for you to compare candidates. Consider creating a checklist that keeps the position’s requirements and the qualifications you seek front and center.

Use data in the hiring process. We use data to make lots of decisions these days, so why not use it for hiring? While the impression the candidate makes during the interview carries considerable weight, going exclusively with your gut is so yesterday. Data offers valuable input.

Use PXT Select™. This online assessment is designed to help you select the best candidates for your organization. Candidates take an assessment, and PXT Select generates a report that provides insight into their behaviors and interests. It also tips you off to their verbal and math skills so you can see if they’re a good fit for the position.

PXT Select lets you compare candidates to one another and a single candidate to multiple positions. In addition, the reports have ongoing use as they provide tips for an individual’s onboarding, training, and development.

After the year we’ve had, focusing on 2021 is a welcome development. If your organization is growing, congratulations. We’re here to help you do it right.

Email us at learn@corexcel.com to learn more.

* Source: John Wiley & Sons, Inc.

After a Pause on Hiring, Reset and Restart

Posted on

When the pandemic began, it abruptly threw businesses into turmoil. Workers went remote. Hiring in many industries was put on hold. Management focused on how to stay afloat and move forward. Now that states are starting to reopen and move towards a sense of normalcy, businesses are lifting the pause button, resetting, and starting to hire again. If you’re one of them, here’s what we suggest:

hiring reset after covid

Consider hiring remote workers1. Instead of bringing people on board and planning for them to eventually come to the office, you can add permanent telecommuters to the team. Unsure? Try a candidate out as a freelancer. Start with an experienced remote worker, communicate your business’s values, and establish guidelines. Also, be sure to convey your corporate culture and to verify a candidate’s identity.

Use a hiring tool. In the best of times, it’s a challenge to make sure you bring the right people on board. Now, without meeting candidates in person, you want as much insight as possible at your disposal as you decide who to hire. We recommend PXT Select™, an online hiring assessment designed to help you select the best candidates for your organization. It not only assesses thinking style (e.g. verbal reasoning), but also behavioral traits (e.g., independence), and interests (e.g., technical). It measures verbal and math skills, too.

This is important because you don’t want to hire someone who, although good at the job, ultimately won’t stay because they don’t feel fulfilled or engaged. PXT Select takes a variety of factors into consideration and provides information that lets you know if a candidate is truly a good fit.

Candidates complete an assessment online that takes an hour or less to complete. The system generates reports that let you truly get to know a candidate. It even suggests personalized interview questions for you to ask a candidate to probe deeper for more insight on certain points. You can also use the reports to compare multiple candidates.

So dust off your pre-pandemic hiring practices and reset with these tips. You’ll start fresh and bring in the best new hires for your organization.

Email us at learn@corexcel.com to learn more.

1Forbes.com: Hiring Your First Remote Employee? Follow These 16 Tips

Hiring the Wrong Candidates Costs You Time & Money

Posted on

Hiring Roundtable

Here’s How to Hire Right

You need to fill that job, and you need to fill it now. You interview a candidate, have a terrific conversation, and hire them. A few months later, your new employee isn’t up to snuff. Sound familiar?

When you have an open position, it’s tempting to cut corners and quickly fill the spot. However, hiring mistakes cost your organization time, money, and emotions. In the long run, it pays to take the steps necessary to hire right.

A Hiring Solution

To add objectivity to your hiring process, use a hiring assessment. We recommend PXT SelectTM, a powerful online tool. PXT Select helps you hire the best candidates, onboard them effectively, and develop them over time.

The first step is for a candidate to take an assessment that looks at their behavioral traits, thinking style, and interests. Then reports are generated: 1) providing insight on the candidate and 2) letting you compare the candidate against job-specific models. You can quickly see if the candidate’s characteristics align with the ideal person for the job. There is even a report that suggests personalized interview questions to use to learn more about a specific candidate. Moreover, you can compare candidates to one another.

What sets PXT Select apart from other hiring assessments?

  • Once a candidate takes an assessment, you have ongoing access to all reports in the PXT Select suite. So down the road, when that employee wants a promotion, for example, you can use the data and check their suitability.
  • The reports are useful and easy to read. Packed with information on candidates’ skills, job compatibility, manager compatibility, and more, the reports don’t require interpretation.

Hiring tip: When you share candidates’ results with them, see how they respond. Their attitude when receiving feedback provides additional information for your decision.

Using a hiring assessment adds objectivity and efficiency to your hiring process. When you’re considering multiple candidates—all with good resumes and good personalities—the data removes some of the guesswork and points you to the best hire for your organization.

Email us at learn@corexcel.com to learn more.

3 Ways Unconscious Bias Can Hurt Your Workplace

Posted on

People Greeting Each OtherThe Wall Street Journal recently ran a fascinating article, “Why We Stereotype Strangers“. It stated that we all have unconscious biases, even if we don’t want to. We form perceptions from childhood, based on what our parents tell us, what we see on television, and even what we observe in strangers. It’s not our fault that we’re biased–but we must understand the workplace implications.

Implicit bias directly affects your workplace. Interviewers, for instance, might be unconsciously drawn to candidates similar to themselves. Bias can hurt your organization because:

You can pass up talent

Finding good people is hard enough. It’s a shame to rule out excellent candidates because of bias.

You can miss out on your team’s expertise

If a team member’s race, sexual orientation, or religion is the root of a manager’s implicit bias, the employee’s valuable input might not be heard.

You can create an insular culture

If your organization lacks diversity, decisions can be made by a group of people not reflecting the diversity of your clients.

Thankfully, you can work around bias by having a goal. Where is your organization now, and where does it want to go? This includes revamping your hiring process:

  1. Describe the open position.
  2. State the competencies and traits necessary for it.
  3. Match candidates’ qualifications to desired competencies and traits without knowing their name, gender, race, age, etc.
  4. During interviews, be mindful of potential bias.

Perhaps the best way to work around implicit bias is to use an objective hiring tool, such as PXT Select™. This hiring assessment helps you select the best candidates by producing reports with objective data. PXT can’t tell if a candidate is male or female, black, white, or purple! With PXT, qualified candidates shine on merit.

To learn more about this topic or PXT Select, send an email through our contact form.

 

“PXT Select” is a trademark of John Wiley & Sons, Inc.

Webinar: Does Your Best Candidate Already Work for You?

Posted on

Find Out with PXT Select!

Prospective Job Candidates

In today’s tight job market, it is more important than ever to choose right when hiring for an open position.

It is also critical to keep current employees interested and excited about future opportunities.

Solve both challenges by considering candidates often overlooked – those right under your nose!

Join us to discover a unique, new assessment that gives you objective data about your current employee’s thinking style, behavior traits and interests – PXT Select.

PXT Select will give you the data you need to make an informed decision about your team member’s capabilities and their ability to fill your open position.  You may find hidden talent and you will be better equipped to develop career paths for those employees you want to retain.

In this webinar you’ll hear:

  1. How PXT Select can help you match current employees with other positions.
  2. How  you can coach your current employee for success in their new job.
  3. What PXT Select measures and why it matters.

Date:  July 25, 2018

Contact Us to request the webinar recording.

Webinar: Discover PXT Select Pre-Hire Assessment

Posted on

Identify Your Best Candidate from Sales to C-Suite

You spend hours evaluating resumes finding several candidates. How do you decide who becomes your next employee?  The wrong choice costs 30% of an annual salary and results in lost opportunities and increased employee conflict.

Most large companies have a well-established hiring process that includes a validated, data-driven pre-hire assessment. Yet many small to mid-sized compaies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate’s fit for the job.

It’s simpler thank you think to implement a pre-hire assessment.  In this webinar, you’ll learn:

  1. What makes a pre-hire assessment valid and reliable.
  2. The role of validated, data-driven selection tools.
  3. What PT Select measures and why it matters.
  4. How the PXT Select Hiring Assessment can help with hiring and onboarding.
  5. Simple steps you can take to get started.

Date:  March 29, 2018

Contact Us to request the webinar recording.

Learn more about PXT Select, request a demo or make a purchase.

Webinar: 4 Steps to Get the Right Person in the Right Job

Posted on

You’ve spent hours evaluating resumes and you’ve found several likely candidates. How do you decide which candidate becomes your next employee? Choosing the wrong person costs on average 30% of the job’s annual salary. And you realize that hiring the wrong person can result in lost opportunities and increased employee tensions.

Most large companies have a well-established hiring process that includes a pre-hiring candidate assessment that is validated and data-driven to help make their hiring decisions. Yet, many small to mid-sized companies still rely on the resume, a few hastily thrown together interview questions and intuition to determine whether a candidate fits a job.

Implementing a pre-hire assessment is simpler than you think. Find put how you can improve your hiring process with a pre-hire assessment. We’ll introduce you to PXT Select, a unique, new candidate assessment tool that can provide data on candidate’s skills and generate customized interview questions based on the candidate’s results.

In this webinar, we’ll cover the 4 steps that can improve your selection process and help you hire the right person for the right job. You’ll:

  • Discover 4 steps to improve your hiring process.
  • Learn the role of validated, data-driven selection tools in today’s job market.
  • Discuss today’s options for pre-hire assessments.
  • Explore the key components of the PXT Select pre-hire assessment.

Date: October 26, 2017

Contact Us to request the webinar recording.

Learn  more about PXT Select, request a demo or make a purchase.

Need Credits for Your EPIC Account?

Order EPIC Credits Here
Authorized Wiley Partner
Top 1% Diamond Award Winner
Diamond Partner
2006 - 2024