Faq
Are the assessments locally supported?
20 Noi 2012
To ensure that our assessments are locally supported wherever we operate, Hogan works with a global network of authorized distributors and partner organizations. From our earliest partnerships in Europe and Australia to more recent alliances in Asia and Africa, Hogan works to ensure that our clients receive all the support they need from trusted local agencies. Hogan’s global network includes nearly 30 distributors operating in over 40 countries across 6 continents, and this network continues to grow each year. Over 6 years, HART Consulting is the legal distributor in Romania and Rep. of Moldova.
Does the personality assessment provider maintain a research archive that can be accessed to confirm the results of individual validity studies?
20 Noi 2012
The Hogan archive contains information from hundreds of research studies including criterion-related validity, validity generalization (VG), content validity, job analysis, and competency mapping studies. Our ability to develop selection and development solutions using data from similar jobs and industries hinges on the breadth and depth of validity evidence in the Hogan archive.
What process does the personality assessment provider use to systematically evaluate the performance of the tests it recommends?
20 Noi 2012
Hogan encourages organizations to revalidate selection procedures on a periodic basis (e.g., at least every five years). The revalidation involves demonstrating that the test (and cut scores) continues to remain valid for the job under consideration and the test provides strong return on investment for the client.
8. How are cutoff scores established for selection purposes?
20 Noi 2012
Before cutoff scores can be established, it is necessary to demonstrate that the test is a valid predictor of performance in the target job. Once we establish validity, cut off scores are defined, using bivariate plots that maximize the number of true negatives and true positives for each score distribution.
Can the personality assessment provider produce a summary of validation results for jobs similar to the one under consideration?
20 Noi 2012
Hogan can provide a summary for validation results for virtually every job in the U.S. economy. In fact, the Hogan archive contains research from over twenty different industries and represents 95% of the industry coverage of the Dictionary of Occupational Titles. Using the studies from the Hogan archive, we can match worker requirements of a target job with similar jobs in the archive, allowing us to identify assessment scales that reliably predict job performance.
Is each personality test supported by a test manual that is organized according to the standards outlined in the Uniform Guidelines on Employee Selection Procedures?
20 Noi 2012
Each Hogan test manual contains detailed information on the development, validation, and norms for each assessment; we use the Uniform Guidelines, SIOP Principles, and APA Standards for Educational and Psychological Testing to guide the development of our test manuals and technical reports.
Have the personality tests been reviewed in Buros’ Mental Measurement Yearbook or the British Psychological Society (BPS) Psychological Testing Centre test reviews?
20 Noi 2012
The Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory received favorable Buros and BPS reviews. As data become available, we request new independent reviews. In addition, Hogan’s tools regularly appear in top peer-reviewed journals (e.g., Journal of Applied Psychology, Personnel Psychology, Human Performance, International Journal of Selection and Assessment).
What are the personality assessments designed to do relative to the needs/goals of the customer?
20 Noi 2012
Hogan’s personality tests are designed to do three things: (1) Evaluate the basic employability of an applicant (e.g., Is the person honest? Will the person come to work? Will the person be accident prone? Can the person provide competent customer service?) (2) Does the person fit the job? (e.g., Extraverts are needed for sales positions; introverts are needed for long distance truck drivers) (3) Provide a solid basis for coaching around career development.
Can too much dissimilarity in a team be problematic?
20 Noi 2012
You bet it can. Too many dissimilar values can be problematic. You’re going to find that people gravitate towards each other in a team. Teams need to identify and understand their collective strengths and shortcomings. If you have a team that is on both ends of the spectrum when it comes to Adjustment (the HPI scale related to confidence and self-esteem) – meaning that half the team is rock-solid and nothing bothers them, and the other half of the team freaks out when the room is too warm – then those two groups are always going to be at odds. They have to recognize that shortcoming and meet somewhere in the middle. Values are a key challenge when you have dissimilarity in a team. We find that there are two or three common core values in a team and that the rest are free to vary, which is what gives you the uniqueness of individuals.
In terms of composition, what do teams need?
20 Noi 2012
Teams need someone paying attention to the vision and goals, and they need someone paying attention – strategically – to how they’re going to get there. Teams need individuals who are driving the work and actually getting work done versus just talking about it. They also need someone who is paying attention to details, as well as someone to keep harmony and collaboration going in the team.
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