It is a daunting task to find the personality assessment provider that addresses your unique business challenges.
Hogan has more than 30 years of experience providing cutting-edge assessment and consulting solutions to some of the world’s largest companies, including over half the Fortune 500.
Because the assessment industry is largely unregulated, the market is flooded with cheap, ineffective assessments that claim to measure personality but have no foundation in personality psychology or supporting evidence. Therefore, careful selection of assessment tools is essential to success – otherwise it’s just money down the drain.
At Hogan, we pride ourselves on the science behind the assessments that drive our powerful talent solutions. We strive to be as transparent as possible so you can be confident in selecting the right product for your business needs.
Hogan Key Attributes
- Predict job performance – Hire better people by measuring basic employability, work style, safety consciousness, and organizational fit.
- Evaluate career derailers – identify and mitigate performance risks that can degrade leadership success, erode relationships, and damage professional reputation.
- Identify potential – find and develop your organization’s next generation of top talent.
- Leadership development – leverage the strategic self-awareness gained through Hogan’s assessment process with executive development and coaching.
- Pair with 360° data and other performance indices – reveal the underlying characteristics and values that drive the behaviors identifi ed in the 360° process. in progressive development programs, 360s provide the what; Hogan provides the why.
- HPI – the Hogan Personality Inventory measures normal personality characteristics necessary for job fit, effective relationships, an d career success.
- HDS – the Hogan Development Survey is the industry standard for measuring career-derailing personality characteristics.
- MVPI – the Motives, Values, Preferences Inventory reveals a person’s core values, goals, and interests, which impact organizational fit and indicate environments in which individuals will be motivated and satisfied.
- HBRI – the Hogan Business Reasoning Inventory describes a person’s ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes.
- Hogan’s online report architecture can generate a variety of report outputs from a single set of participant data. Because personality tends to remain stable over time, targeted development reports can be generated as the individual moves through the employee lifecycle.
- Hogan has a wide variety of role- and initiative-specific reports tailored to meet the needs of your selection or development process.
- Hogan’s approach provides a consistent assessment language and set of behavioral descriptors which become ingrained in the organization’s selection and development culture.
- Fourty distributors operating in more than 50 countries across six continents ensure our assessments are locally supported.
- Hogan’s assessments are available in more than 40 languages. We adhere to rigorous translation and cultural adaptation practices to ensure congruence between assessment translations.
- Hogan’s research department develops and refines local, language-specific norms.
- Hogan developed a set of global norms designed to standardize comparison across languages and cultures.
- Hogan provides documentation to all clients detailing the development of each assessment and the original validation process.
- The Hogan technical manuals are organized according to the standards outlined in the U.S. Uniform Guidelines on Employee Selection Procedures (UGSEP). These guidelines are designed to help employers comply with U.S. federal law around employment practices.
- Hogan’s approach to norming our assessment tools adheres to the professional and technical benchmarks established in the Standards for Educational and Psychological Testing.
- Our research department, composed of masters- and doctorate-level I-O psychologists, regularly conducts return-on-investment (ROI) studies establishing the impact of personality-based selection and development activities on real-world performance outcomes.
- The Hogan archive contains case studies demonstrating ROI across virtually every industry for nearly all job titles listed in the U.S. Department of Labor’s Occupational Information Network (O*NET)
Drs. Joyce and Robert Hogan were pioneers in Industrial-Organizational Psychology and personality assessment. Today, Hogan maintains the largest and best-regarded research department in the industry.
- Hogan’s researchers and consultants are active members of the Society of Industrial-Organizational Psychology (SIOP).
- Drs. Joyce and Robert Hogan established the Hogan Award for Personality and Work Performance through the SIOP Foundation. The annual award seeks to advance the field of Industrial-Organizational Psychology by recognizing and rewarding research that furthers the understanding of personality as it relates to job performance.
- Hogan stakeholders and staff members publish papers and research articles regularly in peerreviewed journals, including the Journal of Applied Psychology, the Journal of Psychoeducational Assessment, and the American Psychological Association, among others.
- Hogan’s assessments have been reviewed positively by the Buros Institute of Mental Measurements, a U.S. database of commercially available test reviews, and in the U.K. by the British Psychological Society.
- Hogan’s solutions are legally defensible. In selection scenarios, assessments should be empirically linked to job performance and should not demonstrate adverse impact. In Hogan’s more than 30 years in business, our assessments have never been legally challenged in court.
- Our assessments and validation procedures are designed in accordance with the U.S. Uniform Guidelines on Employee Selection Procedures.
- In the case of a legal challenge, Hogan will provide supporting documentation regarding the creation, validation, and proper use of our assessments should the validity research be challenged.
- In addition, Dr. Joyce Hogan was an international authority on personnel selection, and served as a consultant/expert witness on employment discrimination cases for the U.S. Department of Justice.
Hogan empowers users with the expertise and resources needed to interpret personality profiles.
- Due to (a) the inherent complexity of psychometric assessment data, (b) the depth of measurement offered by the Hogan tools, and (c) concerns with fairness and appropriate use of selection and development procedures, Hogan endorses a user-educated approach to implementation across the spectrum of talent-management applications.
- Hogan ensures that users are appropriately qualified and trained to administer and interpret the Hogan tools based on intended use.