Resources
Better assessment decisionsstart with better questions.
Practical guidance to help HR leaders and hiring managers choose the right evidence for the decision at hand.
Insights from John P. Beck, Jr.
Straight answers to the questions hiring leaders actually ask.
Practical guidance drawn from more than 30 years of assessment experience and the principles behind Breaking the Code.
10 Top Employee Assessment Companies for 2026
An independently researched, use-case comparison of leading assessment providers, with strengths, limitations, and a practical selection framework.
Safety Quotient Assessment: What It Measures and How to Use It
A practical guide to the six Safety Quotient traits, appropriate uses, limitations, implementation steps, and the role of behavioral insight in a complete safety program.
What Federal Merit-Based Hiring Reforms Can Teach Private Employers
Define success first, verify candidate claims with job-related evidence, and combine assessments with structured interviews and work samples.
What Does a Pre-Employment Assessment Actually Measure?
What different assessments measure, what they leave unanswered, and how to keep the evidence tied to the job.
PXT Select vs. Personality Tests: What Is the Difference?
One helps describe the person. The other brings the job into the decision. Here is why that difference matters.
What Is a PXT Select Performance Model?
Define the job before you define the right person. The Performance Model turns that principle into a repeatable standard.
Decision library
Answers organized around the decision.
What is employee turnover costing you?
Estimate turnover rate, cost per departure, annual financial impact, and potential savings without providing an email address.
Read more →PricingHow does assessment pricing work?
See how unit-based, unlimited-use, and enterprise options can align with workforce size, hiring frequency, and development scope.
Read more →Candidate experienceWhat happens when a candidate takes PXT Select?
Follow the candidate journey from the invitation and secure access through orientation, consent, and assessment launch.
Read more →ProcessAssessment results are evidence, not the decision
Where assessment data belongs alongside interviews, experience, references, and job requirements.
Read more →LeadershipWhen does 360-degree feedback help?
The questions to answer before selecting a multi-rater leadership assessment.
Read more →SafetyWhat can a safety assessment measure?
A clear distinction between safety attitudes, job knowledge, training, and observed behavior.
Read more →BookBreaking the Code
John P. Beck, Jr.’s framework for hiring, Occupational DNA®, and the modern organization.
Read more ↗Responsible assessment use
An assessment should strengthen judgment, not replace it.
The best assessment process is job-relevant, consistent, understandable, and combined with other evidence.
- Choose the tool for a defined business decision
- Use consistent administration and scoring
- Train decision-makers to read the report appropriately
- Combine results with structured interviews and job evidence
- Review models and processes as the work changes
Featured resource
Breaking the Code
A direct challenge to résumé-first hiring and a practical introduction to Occupational DNA®.
View on Amazon ↗