Most people think of hiring assessments like the PXT as a gatekeeper, a tool to help you find the “right fit.” But that’s really just the beginning. In reality, I have found the PXT becomes even more valuable after the hire. It’s a roadmap for how someone works, communicates, and grows best. The gift that keeps giving, in the best way. Not like reply-all emails or group chats you can’t get out of.
Whether you use PXT or not, the concept every strong leader understands to be true: Real development starts when we understand how people are wired and support them accordingly. You wouldn’t buy a plant, stick it on a shelf, and never look at it again because you know it is the “right plant.” You learn what it needs, tend to it, and, if you do it right, it grows stronger than the day you got it.
New to PXT?
Here is your 100-word crash course. The PXT Select™ is a research-backed assessment tool that measures three key areas: thinking style, behavioral traits, and interests. It’s most often used during hiring to compare candidates against a performance model, helping teams make smarter, data-informed decisions, immediately taking some of the guess work out.
But that data doesn’t expire after onboarding; it’s a goldmine for coaching, feedback, communication, and career development.
Beyond Fit: Using PXT for Growth
Once someone’s on your team, the PXT profile becomes a coaching tool. You used it to find the right person for the job…now you can use it to empower them to be optimal performers!
Here’s a quick example of how:
- Understand how a person processes information and makes decisions
- Tailor feedback to their behavioral style
- Spark conversations about role alignment and job satisfaction
- Identify strengths that may not show up on a résumé
You’re not guessing how someone works best—you’re working with real insight
This Isn’t Hypothetical: Here’s a Real Moment
Assessments give us a shared language—for how we show up, what we need, and where we differ. Our team (Heather, Robin, and I) uses our DiSC and PXT results regularly in staff meetings, not just as a reference, but as part of our collaboration strategy. Even though we know each other well, the assessments continue to offer real-time insight. We catch patterns, spot blind spots, and better leverage each other’s strengths. This keeps us aligned and helps us work smarter together.
When I first took the PXT, I recognized it as a great hiring tool, but with time I realized it was more than that.
We were on a call discussing a new project when Heather said, “This one feels like a great fit for you. It plays well to your strengths in deliberate planning and your interest in working with and connecting people.” I was caught off guard—not because she was wrong, but because she remembered those details from my results and used them in a way that made the project feel more tailored and energized. It is still so complimentary and inspiring to feel seen in this kind of nuanced way.
This isn’t just about hiring; it’s about development, alignment, and trust. That experience showed me what it looks like when a team uses insight intentionally. Not based on assumption but on real, personalized data—given by me, about me, to help us all do better work together.
Having the opportunity to use these tools behind the scenes as we work together feels like I am a kid in a candy story and makes it so much fun to share with our clients!
Quick Wins for Managers and Teams
Here are a few simple ways to start using PXT results beyond the hire:
Kickoff Conversations: Use their profile to ask, “What part of this resonates most with you?” or “What support helps you stay focused?”
Tailor Feedback: Know who needs direct communication vs. who prefers collaboration and context.
Support Career Growth: Compare current performance models to future roles—see where there’s alignment and where development is needed.
Build Team Awareness: Share team composite reports to improve collaboration and reduce conflict rooted in style differences.
Hiring is a moment. Growth is a journey.
If you’re already using a tool like PXT, don’t leave it in the onboarding folder. Pull it into your 1:1s, performance conversations, and development planning.
The more we understand how people work, the more we can help them work well together. This is an absolute game changer. Feeling understood produces psychological safety and helps cultivate creativity, improved problem-solving, and overall performance.
Start using your data like a coach, not just a gatekeeper. Your team will thank you—probably with fewer meetings. What’s changed in your 1:1s since you started referencing this data?
