Profile XT

Profiles International Inc

Summary of Test Review

General description of Test


Test Review Summary

Test Name:Profile XT
Author of Original Test: Ronald Trego and Scott Hamilton
Local test distributor / publisher:Profiles International Inc
Date of Current Review:October 2006
Date of Publication of Current Review / Edition:23 May 2008
Type of Test:General Ability
Verbal Ability
Numerical Ability
Personality - Trait
Main Area of Use:Work and Occupational
Counselling, Advice, Guidance, and Career Choice
Constructs Measured:20 scales divided into 9 behavioural traits, 6 occupational interests and 5 thinking style scales.
Behavioural Traits – Decisiveness, Energy Level (i.e., Endurance), Assertiveness, Sociability,
Manageability, Attitude, Accommodation (i.e., Compliance), Independence,
Objective Judgement

Occupational Interests – Enterprising, Financial/Administrative, People Service, Technical,
Mechanical, Creative

Thinking Style – Verbal Skill, Verbal Reasoning, Numerical Ability, Numerical Reasoning
Administration Mode:Supervised Group administration
Computerised Web-based application - unsupervised/self-assessment
Computerised Web-based application - supervised/proctored
Response Mode:Paper and pencil
General Description of Test:

The ProfileXT (PXT) is designed for use in employment settings, for purposes such as selection, placement, development, coaching and succession planning. It was originally developed in the 1990’s for use in the USA from a range of existing instruments. Alterations have been made for the the UK version, released in 2005. The PXT is a battery of 20 scales divided into 3 sections. There are 9 behavioural trait scales (plus a distortion scale) which cover most of the same ground as other personality questionnaires, 6 occupational interest scales similar in coverage to stand alone interest inventories and 4 Thinking Style scales which cover different aspects of verbal and numerical ability and the results from which are combined to provide the final scale, a learning index.

The behavioural traits measured are based on social/cognitive theories of Adler, Ellis, Beck, and others using 182 dichotomous (yes/no) statements. It has 9 scales and a measure of distortion to identify respondents who were less than frank and honest in their completion of the instrument. The scales are: • Energy level • Assertiveness (need for control, to be in charge) • Sociability • Manageability (compliance with rules and authority) • Attitude (positive versus negative attitude to people and event) • Decisiveness • Accommodation • Independence • Objective Judgement (logical versus subjective approach to decision making) The occupational interest scales are based on Holland’s work. The 6 scales are measured using 55 forced choice items each comparing two scales. The scales measured are: • Enterprising • Financial/Administrative • People Service • Technical • Mechanical • Creative The thinking style scales are untimed ability tests and use 4 or 5 choice multiple choice items. The scales are: • Verbal Skill – 18 vocabulary items • Verbal Reasoning – 20 analogies items • Numerical Ability – 22 arithmetic calculations • Numerical Reasoning – 17 numerical sequences and word problems • Learning Index – a composite of the scores on the other cognitive scales.

The instrument is designed primarily for internet administration, but a paper and pencil version is available from which the responses must be entered onto a computer for scoring and report generation. The whole battery takes around 60 minutes to complete. Scale scores are standardized and reported as stens. A range of computer generated reports are available which as well as basic interpretation can give coaching tips or potential interview questions. Most of these reports make use of an important feature of the PXT - Job Match Patterns. The technical manual, 2006, describes the overall JMP as a "summary estimation of the candidate's potential in the job". This percentage score indicates the extent to which a job candidate's profile is similar to the average profile of top performers in a particular job or organisation. Separate scores are also given for the match with behavioral traits, thinking style and occupational interests.The Job Match Patterns are derived from data from a minimum of three top performers in any job of interest plus any information derived from a job analysis survey. One assumes that the percentages, which are calculated by computer, reflect the degree of similarity. 

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