a young woman studying

Hiring managers strive to ensure their hiring process is fair and structured but are too often surprised by messier outcomes than expected. A recent State of Hiring survey conducted by PXTSelectfound that 70% of hiring managers do not feel confident in their organization’s ability to consistently hire the right people.

70% Statistic

The same survey found that two-thirds of hiring managers said they more often rely on instinct than data when making hiring decisions. 

instinct vs data comparison

Instinct alone can mislead your hiring managers; this is why consistency in the hiring process is essential. Finding the right hires starts with data, and we’re here to show you how.

Driving Consistency in the Hiring Process

Three Key Steps to Hiring

These steps may seem straightforward, but you may be surprised to learn how often they are missed in the hiring process.

For instance, PXT Select surveys have found:

– Over half of all hiring managers don’t always align with recruiters on the job requirements for open positions.

– Two out of five said candidates aren’t always assessed with a structured interview process.

– More than two-thirds admit that their organizations don’t always onboard effectively.


Altogether, fewer than one in five companies perform these three steps in each hiring situation. And yet, consistency is vital for selecting the best candidate. Your hiring managers need to be able to make apples-to-apples comparisons by following a consistent approach that covers all candidates and everything involved in the hiring process.



Digging into the Data

PXT Select surveys found that hiring managers who were most confident in their processes relied more on data than instinct. Data, of course, includes the usual stuff: job skills, experience, and education. But what other kinds of data about potential hires can be helpful? What would be beneficial to learn that doesn’t fit on a résumé or isn’t discussed in an interview?

This is where a Job Fit assessment, like PXT Select, comes into play.

These data-driven assessments help you consistently measure and better understand what core characteristics are needed to succeed in a particular role and how candidates compare against your requirements. Candidates are measured in three key areas:


1. Cognitive abilities or thinking style

2. Behavioral traits

3. The candidate’s interest in a job and work environment


Establishing Job Fit helps you place candidates into positions where they’re likely to do well and perform at their full potential.

Keep in mind that none of this data should come with judgment attached. It’s not good or bad, just information about the person that you can then compare with the requirements of the role to see how good the fit may be.

Job Fit

With PXT Select™, you’ll have a powerful tool to help you master the art of Job Fit, helping you make data-driven hiring decisions that drive results. To learn more about the power of assessment data and how to implement it in your hiring practices, contact us today and request a free demo.




© by John Wiley & Sons, Inc and SovranHR. All rights reserved. John Wiley and Sons, Inc. and SovranHR, are the authorized users or owners of PXT Select.