Learning ability and educational level: 
This provides insight into the capacity for learning, reasoning, and problem-solving. The learning ability score (the top score) also provides an indication of the educational or work and thinking level:

• A score of 1 to 3 usually indicates an intermediate vocational education (LBO) level.
• A score of 3 to 5 usually indicates a secondary vocational education (MBO) level.
• A score of 6 or higher suggests a higher vocational education (HBO) level; a score of 7 or higher indicates an academic level.

Trends and correlations in behavior: 
Pay attention to trends and coherent patterns in behavior. For example, a high score on adaptability may indicate a flexible character. This helps identify behavioral styles relevant to specific job requirements.

Energy level: 
This reflects the speed at which tasks are completed:

• Low energy level: Preference for a stable pace, thoroughness, and a routine-oriented approach.
• High energy level: Preference for an urgent pace, multitasking, and quick action when projects stagnate.

Job model: 
When using a job model, check how the scores correspond to the requirements of the position, including areas of interest. This helps assess a candidate's suitability for the specific role.

Commercial skills

Additionally, the PSA assesses seven key commercial behavioral factors. See the other item in this FAQ for more information.

Additionally, seven key commercial behavioral factors are tested:

1. How well does the person approach new customers?
2. Is the person skilled in closing deals?
3. How does the person feel about telephone sales?
4. Is the person a self-starter?
5. Does the person work well in a team?
6. How well does the person build and maintain relationships?
7. What kind of reward does the person prefer?

At PSA, the following reports are available:

• PSA - Coaching Report
• PSA - Interview Guidelines - Where the Challenges Lie
• PSA - Interview Guidelines - Complete Person
• PSA - Career Planning Report
• PSA - Individual Report
• PSA - Match Summary
• PSA - Graphical Summary
• PSA - Individual Graphical Display

The PSA is versatile in its application within HR, Coaching, and organizational development. The difference from the PXT and PXT Select is that it establishes a clearer connection with commercial roles and functions.

• Personal Development: Identifies growth potential for coaching.
• Team Building: Assists in optimizing team dynamics.
• Leadership Development: Assesses and develops leadership qualities.
• Succession Planning: Identifies talents for future leadership roles.
• Performance Improvement: Identifies and addresses areas for improvement.
• Recruitment and Selection: Evaluates the suitability of candidates for specific roles.
• Onboarding: Supports the integration of new employees.

Learning Ability and Educational Level: 
This provides insight into the capacity for learning, reasoning, and problem-solving. The learning ability score (the top score) also offers an indication of the educational or work and thinking level:

• A score of 1 to 3 typically indicates a lower vocational education level.
• A score of 3 to 5 typically indicates a middle vocational education level.
• A score of 6 or higher suggests a higher vocational education level; a score of 7 or higher indicates an academic level.

Trends and Relationships in Behavior: 
Pay attention to trends and coherent patterns in behavior. For example, a high score on adaptability may indicate a compliant nature. This helps in identifying behavioral styles that are relevant to specific job requirements.

Energy Level: 
This reflects the speed at which tasks are completed:

• Low Energy Level: Preference for a stable pace, meticulousness, and a routine-oriented approach.
• High Energy Level: Preference for an urgent pace, multitasking, and quick action when projects stall.

Performance Model: 
When using a performance model, check how the scores match up to the job requirements, including areas of interest. This helps in assessing the suitability of a candidate for the specific role.

At PXT, the following reports are available:

• PXT - Interview Guidelines - Where the Challenges Lie
• PXT - Interview Guidelines - Complete Person
• PXT - Career Planning Report
• PXT - Individual Report
• PXT - Match Summary
• PXT - Graphical Summary
• PXT - Graphical Individual Report

PXT is versatile and can be used within HR, Coaching, and organizational development:

• Personal Development: Identifies growth potential for coaching.
• Team Building: Helps in optimizing team dynamics.
• Leadership Development: Assesses and develops leadership qualities.
• Succession Planning: Identifies talents for future leadership roles.
• Performance Improvement: Identifies and addresses areas for improvement.
• Recruitment and Selection: Evaluates the suitability of candidates for specific roles.
• Onboarding: Supports the integration of new employees.

PXT Select shares many similarities with the Profile XT. The main difference between the two lies in the design; PXT Select has a more modern design and utilizes adaptive testing techniques. Another significant difference is that PXT Select is not available in the Dutch language.

When reading a PPI (Profiles Performance Indicator) report, pay attention to these essential points:

1. Behavioral Traits: Observe how these are expressed in work situations, including stress responses and communication style.
2. Stress Indicators: Identify behavioral changes under pressure.
3. Motivation and Drivers: Understand what motivates the person, important for role selection.
4. Energy and Pace: Assess whether their work style matches the job requirements.
5. Summary and Recommendations: Focus on management and coaching recommendations.
6. Action Points: Pay attention to development recommendations for workplace improvement.