NDUNA Is Certified In Hogan Assessment Systems
The Science of Personality
NDUNA can predict your job performance. Based on Hogan’s Science of Personality, Hogan Assessments develops solutions that provide critical insight into characteristics that not only facilitate an individual’s success, but, more importantly, can cause failure and career derailment.
Grounded in more than three decades of validated research, Hogan Assessments were the first to scientifically measure personality for business. Thirty years later, Hogan is committed to the same spirit of innovation that helped Hogan become the industry leader.
Founded in 1987 by Drs. Joyce and Robert Hogan, Hogan leads the world in personality assessment and leadership development. With products and services in 56 countries and 47 languages, what began as a small startup has evolved into the industry leader serving more than half of the US Fortune 500.
Positive Company Culture
When Bob and Joyce Hogan launched their small startup, the business plan was simple: build a team of talented, ambitious people and get out of their way. Three decades later, we still maintain that standard by hiring people who believe in our products, embrace our “work hard, play hard” philosophy, and emphasize positive company culture.
Only Hogan examines personality from every angle. By measuring the bright side, dark side, and inside of personality, we are able to achieve the highest level of predictive validity in the industry.
Hogan develops non-discriminatory personality assessments. Hogan assessments allow employers to eliminate any potential bias based on gender, ethnicity, and race as part of the selection process.
Is It Possible to Assess a Personality Assessment?
There are three things to consider when evaluating a personality assessment.
The first is the job-relatedness
Does the assessment measure what’s important for success on the job?
The second is reliability
Reliability refers to the consistency of the assessment. Does the assessment reliably measure the same thing each time?
The third thing is validity
Validity is the accuracy of the assessment. Does the assessment really measure what it’s supposed to measure?
Not all personality assessments are accurate. There are two questions you should ask when evaluating an assessment. Does it measure what it’s designed to measure and does it measure it consistently?
Ask for evidence
Validity refers to the accuracy of our measurement. There are many types of validity. One that we focus on is Criterion Validity. Criterion Validity refers to the accuracy of predicting the desired outcome.
At Hogan, we’re focused on predicting performance
Job reliability refers to the consistency of our measurement.
One way that we can evaluate this consistency is with test-retest reliability. Test-retest reliability refers to the consistency of measurement across multiple attest administrations. For example, if I use a ruler to measure my height I will be consistently five feet two inches every time. That’s because a ruler is a reliable measure of height. We want our personality assessments to function in the same way at Hogan. We establish the validity and reliability of our assessments. I know that they consistently predict performance and jobs every time.
Hogan measures personality from the perspective of reputation which is how others are likely to describe and/or experience us.
Reputation is a collection of past and present behaviors described by others which we know it to be the best predictor of future performance.
Resiliency, Self-Awareness & Collaboration
Hogan, we have found that personality helps us to describe the characteristics and behaviors that are required and/or important to job performance.
Things like resiliency and strategic self-awareness and collaboration personality assessments have been shown to be valid predictors of job performance.
Personality Assessments More Valid
When used within the context of a job or a work environment or culture personality assessments have shown to be even more valid than other assessment measures and/or evaluation methods.
When talking about faking on personality assessments there are really three points to consider.
No right or wrong answers
The first point to consider is that there are no right or wrong answers on any personality assessment. When you answer a personality question it’s really about a consideration of job fit. Do you fit closely with that job?
People get different scores when faking
The second thing to consider is what the experimental studies have to tell us on faking. In experimental studies on faking where people are actually instructed to fake like this job or fake like that job. What we see in those studies is that people do get different scores on the assessment.
Faking doesn’t make any impact
However when we compare that – and this is the third point – to real-world studies on faking when people are trying to fake in the real world assessments where they’re actually trying to get a job or to apply for some position… Those studies show that there’s no impact of faking whatsoever. People don’t get scores that are a closer fit to the actual job they’re applying for.
Faking give worse scores
In fact, in a couple of studies we’ve done here at Hogan we found that people who try to fake on personality assessments often get worse scores than they would have gotten in terms of job fit if they had just applied for the job and taken the assessment in a more natural way.
The big picture on faking is that it’s not really an issue for personality assessments.