PexiScore strives to be an easy-to-use, intuitive software to measure your compatibility to a particular job. However, should you have any questions about this tool, please read through the Frequently Asked Questions by clicking on a question to see its answer. Should you need further assistance, please do not hesitate to send us an email using the Contact Form provided.
The Pexitics Framework converts each element of the candidate assessment responses into quantifiable scores. The scores for each of these elements is shown either through visualized data or through specific numbers. This aids the understanding of how the candidate has performed on each assessed attribute. The PexiScore is a composite score that combines all the attributes of the assessment, including responses to objective skill questions and giving accurate weightages and then applies a statistical quantitative model to arrive upon the score.
Pexitics is re-defining the current hiring methodology through a pre-assessment tool that includes both standardised and customized elements. The standardized elements include a behaviour and aptitude test and the customized elements include Job Description based tests that include a skill test and an organizational culture or role fit test. Thus the resulting PexiScore ranks all candidates who have taken the assessment for one particular job description according to job fit, starting with candidates with best fit. This makes the shortlisting process short, simple and highly efficient.
PexiScore is a scoring model that quantifies talent.
The Pexitics scoring methodology is a system of candidate's profile fitment and job attribute assessment on a scale of 300 to 800. The score itself is arrived at using advanced analytics algorithms at the backend.
The resulting score only relates to the particular Job Role being tested can cannot be generalized to other job roles. The actual potential score could be higher or lower based on detailed candidate report (PexiScoreD) that is available for a detailed appraisal.
PexiScore (People Excellence Indicator Score) is a score to measure talent for job roles using the Pexitics platform.
The Pexitics platform is an assessment platform that uses logic and statistical inferences to rank individuals according to job fit, making it an effective tool to pre-screen candidates. It ensures efficiency through data management in hiring decisions. It simplifies decision-making by measuring each candidate numerically against the Job Description (JD) and having a Score (PexiScore) to determine their level of Right-fit for the role.
Conducting assessments on the Pexitics platform does not require any specialized technical knowhow. All you need is a minimum internet connection speed of 560Kbps and a desktop/laptop. Pexitics is best viewed in Google Chrome.
If a recruiter wishes to consider you for a Job, they will send you a Job Code that will enable you to take the assessment at Pexitics.com. You will first have to create and complete your resume, if you have not registered with Pexitics before. Only candidates who have completed their resumes can take the assessment. One is expected to keep their qualification and work experience details in hand while filling up the resume to be completely accurate.
The calculation of the PexiScore is an automated process that is conducted in real time using segment wise weighted scoring. Therefore, candidates are encouraged to answer all questions as there may be penalties for skipping certain segments or critical questions that are part of the scoring logic.
The assessment combines five sections;
Personal Information | Aptitude Test | Skill Test | Behavior Test | Submission and Feedback.
Depending on the recruiter’s requirements, one or more sections maybe omitted based on the role, job requirements and role hierarchy.
The total time taken should not be more than an hour (60 minutes)
Every JD has a shelf-life. So, you may come back and re-take the test but this should be done before the JD expiry date. However, due to randomization, questions might change each time you take the assessment. We strongly recommend that you choose a time and place during which you will not be disturbed. One is not allowed to take the test more than twice.
Once you finish the assessment, the recruiter receives access to your assessment Report containing your Resume and PexiScore. This helps the recruiter decide the further course of action. Additionally, the resume you have created on Pexitics will help us notify you about similar openings in the future openings.
JD creation can be done free of cost and no technical set up is required. All you need is to login and start creating a Job Description for the role you seek to hire and pre-screen candidates for. Once you create the JD, an activation link to your email helps in final submission to make it live. Alternatively, you are also allowed to refer it to a colleague/business partner for reviewing, viewing or editing sections like adding skill questions.
Any individual with recruitment needs, or who is responsible for hiring for the organization can create a JD.
The Pexitics platform can be used for any job that requires pre-screening of candidates. From fresher to CXO level jobs, the PexiScore and the Pexitics platform are adaptable to conduct pre-screening of candidates for all job levels. We though feel our competency and product is most compatible with job roles with 0 – 12 years’ experience
Each candidate is scored and ranked within all candidates who have taken the assessment for one particular JD. Hence, once the testing period expires, HR Managers/Consultants can view/download the reports from the HR Dashboard.
All JDs created by you are retained in the HR Dashboard and you can recreate the same easily for the next round of hiring. Each activated JD created by you also acts as a template to replicate the same, saving time.
The reports are available in two formats;
The HR Dashboard is equally available for all HR Managers/Consultants with higher filter features and MIS systems available for users using paid reports (PexiScoreD). The reports are available for a 365-day cycle post which we expect scores to become ineffective based on candidate experiences, knowledge scaling, change of jobs and working environments for that particular role.
Candidates can be asked at the JD creation stage to upload documents with specifications. These can be done pre or post shortlisting phase and same can be defined at the time of JD creation.
These will lie with 'Preferences' and once updated, it will appear in every JD you create. You may remove them manually during creation of JD if you do not want them in certain job roles.
PexiScore has an interview Scheduler. Once shortlisted, you can move to Interviews using the blue button on the left. Once moved, you can assign a lead interviewer to yourself or any other person. The lead interviewer then gets to add Interview Panel and create Rounds, add slots to Rounds and start the interview process. The Lead Interviewer can hand over the slots for candidates or define which candidate to put in select slots, based on their interviewing policies. Just to remind that slots cannot be changed 36 hours prior so that all parties do not face a sudden change of timings and Interviewing Panel do not have to deal with last minute changes.
While Interviewers will rate and can move candidates to select or reject, all of these candidates can be further defined by the lead Interviewer into four stages; Move to next Round, Offer, Hold or Reject. Once these options are exercised, particularly Offer or Reject, the candidates cannot be further moved and it becomes a final decision.
Candidates who have been offered get a notification; candidates rejected too get a notification about their status.
All data of Offered candidates with be available for downloading in a .csv format.
On clicking Interviews, a candidate gets to see if they have been shortlisted and hence multiple slots to select or the slot they have been administered to attend.
In case the slot doesn’t match up to their availability, they can notify the Lead Interviewer for a new slot. However, to ensure that the process is executed smoothly, change of slots can be done upto 36 hours in advance to the selected slot, and not later.
The slots will have a mention of the interview type and location with date and time to be present. For video and/or telephonic interviews, you would get to see the details of the medium and contact details.