Hiring Assessments for
Smarter Talent Decisions
One Assessment.
A Dozen Free Reports.
Better Hires.
Hiring the wrong person costs your organization times, money, and morale. What if you could understand a candidate's thinking skills, behavioral traits, and motivational interests before you make an offer?
PXT Select is a scientifically validated hiring assessment from Wiley, built on over 30 years of research. it gives hiring managers and HR professionals the data they need to screen candidates, compare applicants to a job-specific performance model, ask better interview and reference check questions, and make confident hiring decisions. Then, continue using the same data to onboard, coach, and develop employees for years to come.
At Work Ignited, we help organizations implement PXT Select quickly and affordably. Whether you want your own dashboard to manage assessments in-house or you'd like us to run them for you, we make it easy to get started - often in just a few hours.
What is PXT Select?
PXT Select is a multiple-choice, online assessment that measures three dimensions of a candidate or employee.
Thinking Style
How a person processes information, solves problems, and communicates.
PXT Select measures verbal and numerical skills and reasoning, giving you a composite picture of a candidate's cognitive abilities.
Behavioral Traits
Nine workplace behaviors that influence how someone approaches their job: Pace, Assertiveness, Sociability, Conformity, Outlook, Decisiveness, Accommodation, Independence, and Judgment. These aren't "good" or "bad." they're about fit for the specific role.
Motivational Interests
What motivates a person. PXT Select ranks six interest areas: Creative, Enterprising, Financial/Admin, People Service, Mechanical, and Technical, helping you understand whether a candidate will find the work fulfilling and stay engaged over time.
The assessment takes most candidates about 45 minutes to complete and uses computerized adaptive testing, which means the questions adjust based on each person's responses. This reduces assessment fatigue and makes the results incredibly accurate.
How PXT Select Works: The Performance Model
This is where PXT Select becomes truly powerful and what sets it apart from simpler personality of hiring tests.
Before you assess a single candidate, we help you build a Performance Model for the role you're filling. A Performance Model is a snapshot of the ideal thinking skills, behavioral traits, and interests for that specific job. It's not a generic template, but a profile based on what actually drives success in that position within your organization. This gets your team on the same page about the qualities of the ideal applicant.
3 Ways to Build a Performance Model
Library Models: PXT Select includes a growing library of pre-built models aligned with common job roles, developed using tens of thousands of top and bottom performers. Use these as-is or as a starting point.
Job Analysis Surveys: Supervisors and others who know the job well complete a survey about job-related activities. This data is combined with a Library model to create a customized fit for your organization.
Concurrent Studies: Assess your current top performers and let the system build a model based on what makes them successful. You can even use low-performer data so you know what to avoid.
We'll work with you to build Performance Models that reflect your organization's unique culture, values, and expectations. So, you're not just hiring based on a job description. You're hiring based on what actually predicts success at your company.
PXT Select Reports:
One Assessment. Over a Dozen Free Reports.
For Hiring and Candidate Selection
Comprehensive Selection Report: The primary hiring report shows one candidate's results compared to the Performance Model in both graph and narrative form, including a percent fit score. Get customized interview questions so you and the hiring manager know just where to probe during the process.
Multiple Candidates Report: Compare finalists for the same role so you can see, at a glance, who fits best and where each person's strengths and gaps are.
Multiple Positions Report — Have a strong candidate who might fit several open roles? This report ranks one person to multiple Performance Models by fit percentage making this perfect for internal mobility, succession planning, and "best seat on the bus" decisions.
For Onboarding and Coaching
Coaching Report: Give this to the new hire's manager to provide personalized coaching tips for each scale, showing how the employee approaches their work and where they might benefit from support.
Manager-Employee Report: Compares the manager's behavioral traits to the employee's, side by side. It provides practical tips for building an effective working relationship from day one.
Individual's Feedback Report: A candidate-safe version with no scores and no Performance Model comparison. Written in a positive, constructive tone, it's perfect for sharing with new hires during onboarding to help them understand their own working style.
For Teams, Leadership and Succession Planning
Leadership and Sales Reports: Drill down for deeper insight about an individual's ability to lead or to thrive in a sales role.
Team Report: See how all team members compare across the nine behavioral traits. Each person gets a personalized version with tips for how their style interacts with the team's dynamics. Great for team-building sessions and identifying cultural gaps.
Multiple Positions Report: Compare a high-potential employee to future roles in your organization for succession planning, to understand development gaps, and to define targeted career paths.
Why Organizations Choose PXT Select
Over Other Hiring Assessments
If you've looked at other tools, you've probably discovered that they are either too basic, too complicated, or honestly, not suitable for candidate screening. At Work Ignited, we work hard to ensure we provide only top-rated, scientifically-backed assessment products that are also simple to administer and cost effective for your organization.
Measures the
Whole Person
Many assessments focus only on personality or only on cognitive ability. PXT Select measures both, plus motivational interests. You get a complete, three-dimensional view of every candidate.
Customized
Interview Questions
PXT Select doesn't just give a fit score, it generates behavioral interview questions specific to each candidate, with "listen for" tips so you know what a strong answer sounds like.
The Data Keeps Working After the Hire
Assessments are often lost after the start date. PXT Select fuels onboarding, team building, coaching, leadership, succession planning, and more. The ROI compounds over the entire employee lifecycle.
Backed by
30 Years of Research
Published by Wiley, PXT Select uses computerized adaptive testing for precision and has been validated across industries and job levels worldwide.
Free Report: The State of Hiring
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How to Get Started with PXT Select
Getting up and running with PXT Select is simpler than you think. Here's how it works:
Choose Your
Approach
Choose to manage PXT Select through your own dashboard, or have us run assessments for you. If your hiring volume is low or you just want to try it out, having us manage it is a great way to start. For organizations with regular hiring needs, your own dashboard gives you full control.
Build Your
Performance Models
We'll walk you through building Performance Models for your key roles. This is the most important step, and it's where our experience makes a real difference. We've helped organizations across healthcare, manufacturing, financial services, education, technology, and more get this right.
Become a PXT Select Expert Practitioner
Our free, virtual, self-paced course teaches you to use PXT Select assessments across the entire employee life cycle. Then, we'll help you turn data into actionable insights, while boosting your knowledge, toolkit, and confidence with the tools.
Assess Your
Candidates
You'll have the ability to assess candidates as they apply or after you prescreen them. Results are available immediately.
Plus, you get our ongoing support whenever you need it.
How Much Does PXT Select Cost?
The PXT Select assessment costs $295 including the Comprehensive Selection Report, Leadership and Sales specialty reports, Individual Report for Onboarding, Coaching and Manager-Employee Reports for development, Team Reports, and more. You get the entire suite for each candidate for one low price. Plus, volume discounts are available for as few as 10 assessments and enterprise licenses are available as well.
We'll get you up and running, train your team and your managers, help you build your initial Performance Models.
Your own administrative dashboard and our friendly and responsive service is free, as long as you continue to purchase profiles from us.
Frequently Asked Questions About PXT Select
What does PXT Select measure?
PXT Select measures three areas: Thinking Style (cognitive abilities like verbal skill, verbal reasoning, numerical ability, and numeric reasoning), Behavioral Traits (nine workplace behaviors including pace, assertiveness, sociability, and more), and Interests (six motivational interest areas). Together, these give you a comprehensive view of a candidate's potential fit for any role.
How long does the PXT Select assessment take?
Most candidates complete the assessment in about 45 minutes. Some finish faster, others need a bit more time. The assessment uses computerized adaptive testing to prevent assessment fatigue and adjust difficulty based on each person's responses. Results are available as soon as the candidate finishes the questionnaire.
Can I use PXT Select for current employees, not just candidates?
Absolutely. Many of our clients use PXT Select for onboarding, coaching, internal promotions, team development, succession planning, career pathing, and more. The Coaching Report, Manager-Employee Report, Multiple Positions Report, and Team Report are specifically designed for these purposes.
How is PXT Select different from other assessments like DiSC, WorkPlace Big Five Profile, Predictive Index, and Hogan?
Everything DiSC measures behavioral styles for communication, teamwork, and development. It is not advised to use DiSC for candidate screening, as people can adapt their behaviors during the process. The WorkPlace Big Five Profile and Predictive Index are authorized for candidate screening, however, they are one dimensional tools that only measure personality or behavioral traits. PXT Select measures personality traits, thinking skills, and motivational interests for the same price. Hogan provides powerful assessments that are typically more complicated to understand, require deeper certification levels, and come at a higher price point.
Do I need certification to use PXT Select?
No. Certification is not required. A self-paced, virtual program will get you up to speed very quickly. Then, we provide hands on support for creating Performance Models, dashboard training, and helping you identify the best way to make PXT Select come to life in your organization.
Can I get my own dashboard to manage assessments?
Absolutely. In fact, we always say, "the keeper of the data has all the power!" We'll set up your dashboard at no charge, train you to use it, and support you on an ongoing basis as long as you continue to purchase your profiles from us. If you're hiring volume is low, we can also run assessments for you on a per-assessment basis.
What industries use PXT Select?
PXT Select is used across virtually every industry. Our clients use it in healthcare, manufacturing, financial services, technology, sales, education, not-for-profits, sports and entertainment, and more.
Is PXT Select best for certain levels within an organization?
PXT Select can be used at any level in an organization from entry level to executive level positions. The Performance Model library contains hundreds of proven profiles from all industries and levels within organizations.
A unique report is available for Leadership so you can understand how someone will set vision, develop people, and perform other leadership functions. A Comprehensive Selection Report has also been customized for sales positions, with the most notable difference being the types of interview questions the report recommends. A Customer Service Profile has been developed for those in front line service roles and a Step One Survey is available for the most entry level positions. All of these tools are included in your dashboard.
What if we're not interested in testing for cognitive ability or thinking skills?
PXT Select is available in a "non-cognitive" version that only assesses for behavioral traits and motivational interests. In some cases, you might choose to use this version. However, know that many studies have shown that cognitive skills are a strong predictor of performance in many positions. Also, cognitive skills are very difficult to build through development. So, in most cases, we encourage you to use the full assessment.
Why Work with Work Ignited for PXT Select?
Hi. I'm Amy Pearl.
I love assessments. What I love even more is helping people like you bring them to life in your organization.
For over 25 years, our team at Work Ignited has helped HR and talent acquisition professionals implement assessments that take the guesswork out of hiring. PXT Select is one of the most comprehensive tools we've ever worked with and our clients love how much value they get from a single assessment.
Whether you're hiring for one critical role or building an enterprise-wide selection process, I'll help you get started quickly and make sure you have everything you need for success.
Organizations That Trust Us With Their Assessments
Why Work With Us?
Responsive and Friendly Service: We answer your questions quickly, usually the same day.
Expert Training and Support: Our training and support gets your team and your leaders confident with PXT Select fast.
Step-by-Step Implementation: We'll walk you through your dashboard, Performance Models, assessments, and results.
Flexible and Budget-Friendly Options: Whether you want a full dashboard or a done-for-you approach, we make PXT Select work for your budget and your hiring volume.
25+ Years of Assessment Expertise: We've implemented assessments in just about every way imaginable in organizations of every size, across every industry. We know what works and we'll share our secrets with you!
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Using DiSC Assessments to Fast Track Employee Onboarding
How Can DiSC Assessments Improve Employee Onboarding?
Quick Answer:
DiSC assessments improve employee onboarding by helping new hires understand themselves, their manager, and their team early in their tenure. When DiSC is introduced intentionally and supported with tools like Catalyst, onboarding becomes more personal, consistent, and effective. DiSC becomes part of a broader talent strategy, not just a one-time event.
Most of my clients tell me that they want onboarding to feel welcoming, to speed up time to proficiency, to be consistent across the organization, and efficient to manage. Yet many onboarding programs focus heavily on systems and policies, and less on creating a welcoming environment, leaving people to figure out relationships on their own. DiSC fills that gap quickly and effectively. When onboarding includes behavioral insight, new hires build confidence faster, managers connect sooner, and teams integrate more smoothly.
How does DiSC fit into a broader talent strategy?
DiSC works best when it is treated as a system, not a single workshop
The real value of DiSC is not limited to onboarding. It is a tool that supports communication, performance management, employee relations, leadership, collaboration, and culture across the employee lifecycle.
When DiSC is introduced during onboarding, it sets the expectation that behavioral awareness matters for both the new hire and their team. From there, it can be reinforced through coaching, leadership development, performance conversations, and team effectiveness initiatives.
Onboarding is simply one of the earliest and most powerful places to begin. It's the starting point for a new employee and for DiSC becoming a way of life in an organization.
Why should DiSC be part of employee onboarding?
DiSC accelerates new employee integration and reduces early frustration
New hires are navigating new expectations, relationships, and ways of working all at once. DiSC gives them a framework to understand their own preferences and how others may differ, reducing guesswork and misinterpretation. Managers gain quick insight about their new employee's motivators and stressors, so they are able to quickly coach them to high levels of performance. And, teams don't face the stumbling blocks associated with team member transition.
DiSC supports faster cultural alignment
When DiSC is part of onboarding, new employees learn not just what results are expected, but how people communicate, collaborate, and make decisions while they are achieving those results.
When is the right time to introduce DiSC during onboarding?
Four to six weeks after hire is ideal
During the first few weeks on the job, team members are busy enough just trying to remember their passwords and find the restroom. After a few weeks, DiSC is most impactful because new hires have had time to:
Get to know their boss and colleagues
Begin doing the work and have a sense of what they enjoy and what might be frustrating at times
Experience real interactions and challenges
Start to see their old behaviors they need to let go and new behaviors they need to develop based on your workplace culture
At this point, DiSC feels relevant and actionable rather than theoretical, and employees can immediately apply insights to real situations.
How can DiSC be introduced during onboarding?
Facilitated onboarding workshops for new hires
One effective option is a facilitated session for a cohort of 10–15 new hires using the Everything DiSC Workplace on Catalyst profile. This is ideal because all participants are in the same boat!
Here is the two-hour agenda I use when facilitating a new employee DiSC workshop.
Use the Quick DiSC Card Game asking participants to identify 8 characteristics that lead to success in the first year of a new job. Or, talk about your workplace culture and ask them to identify 8 characteristics that lead to success given your culture.
Provide an overview of the DiSC model and the four styles. Have the participants read about their own styles on Catalyst or in their printed Profile.
Use the Four Corners exercise to build self-awareness, dividing the participants by style to identify their strengths and possible risks.
Discover the power of adapting communication approaches using the Managing Up module from the Everything DiSC Management Facilitation Kit. These short videos help new employees understand their supervisors' expectations and learn how to make a strong first impression.
Team-based onboarding integration
Onboarding is also an opportunity for the existing team members to refresh their thinking about DiSC and to recalibrate how they work together. This is important, especially when their new colleague is excited to share what they learn about themselves through a new hire DiSC workshop. Suggest that managers dedicate 15 minutes of their next team meeting to:
Use Catalyst -> Your Groups to review the Group Insights together
As a team, answer the question prompts in Conversation Starters –> Get to Know Your Team
This reinforces that onboarding is a shared responsibility and helps normalize ongoing DiSC conversations. Make it quick and easy by using the Catalyst Admin Platform to create the Group prior to the team meeting.
Self-guided onboarding using Catalyst
For organizations that prefer flexibility, DiSC can be delivered through self-study. New hires can:
Complete their Workplace Profile
Use Catalyst to explore insights about themselves, their teammates, and their manager
Use my Everything DiSC Scavenger Hunt (at the bottom of this post) to reflect and apply learning independently
This option works especially well for smaller organizations with just a few new hires each year.
Which Everything DiSC profile is best for onboarding?
Everything DiSC Workplace is the starting point
The Workplace Profile introduces DiSC in a practical, accessible way. It focuses on communication, collaboration, motivators, and stressors — all highly relevant during onboarding. It also provides personalized tips for making connections, influencing others, and handling tense situations.
Support new managers with Everything DiSC Management
New managers can benefit from the addition of the Management content. They'll get quick, targeted guidance for giving direction, delegating, developing employees, and creating a motivating environment for their new team.
Check out my blog post: Which Everything DiSC Profile should I use for my team? if you want to explore how to apply all the profiles.
How can we involve managers without adding burden?
DiSC helps managers connect faster, not work harder
Managers play a pivotal role in onboarding, but they are often stretched thin. DiSC simplifies the process by accelerating understanding.
If the manager has not completed DiSC, they should complete the Everything DiSC on Catalyst Management profile. Managers and new hires can then:
Meet one-on-one to review and compare profiles, particularly focusing on the new employee's motivators and stressors.
Use the Your Colleagues feature in Catalyst to explore similarities and differences.
Use Management modules to get practical advice for directing, delegating, developing, and motivating the new employee.
This replaces guesswork with clarity and puts relationship building and organizational culture and at the top of the priority list.
What makes Catalyst one of the best digital platforms for onboarding?
Catalyst supports ongoing learning and connection
Like many onboarding systems, Catalyst allows new hires to gain insight about themselves and to get up to speed quickly. But, your onboarding system likely just focuses on the new hire. Catalyst engages the entire team. New hires learn about their team AND the team learns about the new hire. Managers get tips for helping the team member to succeed while making them feel welcome. And, it's a tool that will be used long into the future. It makes DiSC a way of life.
New to Catalyst? Explore more here.
How do we measure onboarding success when using DiSC?
Focus on outcomes that matter
Effective onboarding aims to:
Create a welcoming environment for new and transitioning employees
Speed up time to proficiency through structured learning
Ensure a consistent onboarding experience across the organization
Simplify and streamline onboarding for HR, managers, and new hires
DiSC supports these outcomes by improving communication, clarifying expectations, and strengthening relationships early in the employee experience. Plus, it's simple for HR team members to administer, facilitate, and reinforce over time.
How can I order Everything DiSC profiles for onboarding?
Use the Catalyst Administrator Platform
Organizations can order and manage Everything DiSC profiles as they need them through the Catalyst Administrator platform. This allows HR team members to:
Assign assessments to new hires and managers
Generate reports
Assign learners to groups to provide group insight and maps, and to tee up team activities
Track usage and engagement
Certification is not required to administer profiles through Catalyst, making it easy to get started. Schedule a call with me. We can get your administrator dashboard set up today!
Where can I find DiSC-based onboarding solutions?
Work with an Everything DiSC Authorized Partner who understands onboarding
Look for partners who go beyond assessments and help integrate DiSC into real human resources workflows like onboarding, performance management, succession planning, and employee relations. Work Ignited specializes in designing DiSC-based onboarding solutions that are practical, scalable, and aligned with your broader talent strategies.
What is a simple way to get started with DiSC onboarding?
Start with guided self-discovery
A low-barrier way to introduce DiSC is through a structured, self-guided experience.
😘 Click here for my free download: Everything DiSC Scavenger Hunt
A self-guided Catalyst exercise that helps new hires learn about themselves, their team, and their manager while reinforcing DiSC concepts in an engaging, practical way.
