The 8 Personality Traits to Succeed in Cybersecurity


Cybersecurity threats are on the rise. With the rapid increase of security breaches, company hacks and data leaks, cybercrime has become one of the most significant threats to global business. Skilled cybersecurity professionals are key for the safety of companies and governments, but there is an anticipated skills shortage of 1.8 million workers by 2022. The demand for talent in this space is at an all-time high, and there are some unique personality traits that recruiters and companies need to look out for.

At Hogan, we have helped some of the world’s top IT and cybersecurity firms recruit the right individuals. Our science-based assessments and 30 years of validated research found that there are eight personality characteristics best suited to a successful career in cybersecurity.

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RELEVANT’S and Odgers Berndtson´s JAM SESSION in Frankfurt to Feature Robert Hogan and Scott Gregory

JamSesion Odgers Posting 04072019_EN

RELEVANT Managementberatung and Odgers Berndtson will host a JAM SESSION on July 4 in Frankfurt featuring Hogan Assessments Chairman & President Dr. Robert Hogan and CEO Scott Gregory as speakers.

The theme of the event is “New Leadership? Authentic in Turbulent Times,” and aims to provide an opportunity for all RELEVANT and Odgers customers, partners, and friends to come together, learn from case studies, and discuss how leadership in times of continued transformation might change.

With New Work expected to change everything, leadership faces completely new challenges. It is clear that there is insecurity in executive search and selection, management development, and career planning about which success factors from the past (may) still apply in the future and where new approaches are necessary. Even current managers are asking themselves whether they are fit for the future. Therein lies the purpose of this event: What can we learn from the past and how can leaders be successful and authentic in the future?

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Why Do Personality Tests Fail at Selection?


A newly released book on the history of the Myers-Briggs Type Indicator (MBTI) has made waves for a round of press questioning the use of personality assessment for HR purposes. Time and again, these critiques tend to fall into one of three broad themes: The tests are biased and discriminatory, they aren’t relevant for the job, or they simply fail to predict performance. However, the questions raised by all these articles seem to make one common error: It’s difficult to distinguish scientifically proven, reliable tools from those that are poor quality.

Contrary to this recent round of press, high-quality personality assessments do actually predict performance, and much better than traditional recruitment methods such as resumés, interviews, and even cognitive assessments. Personality quizzes and other psychometric tests are quite trendy at the moment, so inexpensive options are everywhere. Unfortunately, you also get what you pay for.

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Unconscious Bias, Real-World Impact

*This is a guest blog post authored by Melvyn Payne, Commercial Director of Advanced People Strategies.

I was recently asked to support a successful senior leader – Chris – with some personal development insights from a recent 360 and set of Hogan Assessment results. Chris works in a fast-paced retail environment and has very high expectations for business success.

Having quickly achieved senior roles at a younger age than most colleagues, Chris finds it hard to understand why the broader management team and staff do not seem to respond to stretching targets. Very concerned about the potential negative impact on results, Chris recently ruled out an idea that emerged from a staff survey suggesting people who achieve their targets should be able to take time off as an incentive, rather than take a bonus.

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How Hogan’s Personality Assessments Improve Workplace Safety


Each year, accidents and work-related illnesses cost billions of euros in needless business expenses. In 2017, Europe lost more than €476 billion – an amazing 3.3 % of the European Union GDP. That figure can be reduced with better occupational safety and health strategies, policies, and practices.  

The easiest way for companies to reduce these costs is to assess and predict potential candidates’ likely workplace safety behavior during the recruitment process. In traditional job interviews, candidates present the best versions of themselves, and this may not accurately portray their day-to-day behavior. In safety conscious industries—e.g., oil and gas, construction and medicine—being able to evaluate and predict a candidate’s safety behavior is crucial.

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Empower Leaders Consulting Hosts Successful Hogan China Event

Nancy Zhang_Sun Yongbo_ Linda Zhang _ Executive Coach Panel

On Friday, March 22, Empower Leaders Consulting (ELC), one of Hogan’s China distributors, hosted a half-day Hogan event in Shanghai for its clients and their Hogan certified network. Nancy Zhang, founder and CEO of ELC, invited Hogan representative Krista Pederson to announce ELC’s official launch of the updated Hogan Assessment Certification Workshop and Advanced Certification Workshops in China.

ELC also invited two important clients, Dowell Real Estate Group and Faurecia Services Group, to share case studies on their Hogan use. Huang Xue, Director of HR Talent Development and Head of Culture at Dowell shared how Hogan has transformed Dowell company culture and become a crucial part of the entire employee lifecycle, from external and internal selection to high potential and leadership development. Wei Wei, Director of HR for greater China at Faurecia, explained how they have used Hogan for over a decade and how it has helped them address various talent needs during different cycles in the market.

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RECAP: Mentis Hosts 2019 Hogan Summit in Dubai

Mentis Logo

On February 24 in Dubai, more than 70 CEOs, HR managers, executive coaches, and talent management professionals attended the 2019 Hogan Summit, hosted by Mentis, an authorized Hogan distributor since 2003 with operations in the UK, UAE, and Thailand.

The theme of the event was “Identifying and Developing Your Talent Network,” and featured presentations by Andrew Salisbury, CEO of Mentis; Alia Al Serkal, Vice President of People Learning and Growth at Du; Delel Chaabouni, IT Senior Director at PepsiCo AMENA; and Marcus Gee, Consultant at Mentis.

Representing Hogan at the event was Hogan Chairman & President, Dr. Robert Hogan, who spoke about leadership and humility, and Hogan Managing Partner, Ryan Ross, who spoke about employability.

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Hogan at SIOP 2019

Hogan at SIOP 2019

I-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 19 sessions, symposia, panel discussions, practice forums, and poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6. Visit us at booth #303. #hoganatsiop

Thursday, April 4


Understanding Curvilinear Relationships in Selection Research and Practice

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Understanding how individual characteristics influence various organizational outcomes, particularly in curvilinear fashion, is crucial for selection research and practice. Five studies are presented that utilize a variety of methods to demonstrate curvilinear relationships between individual characteristics and organizational outcomes. Findings are discussed in a scientist–practitioner framework.

Kimberly Nei, Michael Tapia, Matt Lemming, Karen Fuhrmeister

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Hogan Visits Singapore


The Hogan team including Dr. Robert Hogan, Ryan Ross, Wendy Howell, and Krista Pederson joined Hogan distributor Optimal Consulting in Singapore last week for two days of events.  On February 28, Hogan and Optimal cosponsored the HR Tech Conference in Singapore which covered topics related to digital technology, AI, and maintaining a future outlook for the HR Industry in Asia. As the keynote to the conference, Dr. Hogan spoke on Personality and the Fate of Organizations and presented an elite invite-only session on Identifying the Future-Oriented High Potential. Ryan Ross led a panel about Skilling Your Workforce from 3.0 to 4.0, and Krista and the Optimal team held further discussions about Hogan at the Hogan Optimal booth.

Following up with the topic of Technology and the HR field in Asia, Dr. Hogan presented on Digital Leadership at an exclusive event held by Optimal on March 1. He discussed about how the characteristics for good leaders including Integrity, Competence, Judgment, and Vision, do not change based on technology. He maintained that these characteristics are essential for growing and maintaining high performing teams. He warned, however, that if leaders do not pay attention and adapt to new technology, these leaders will quickly fall by the way side.

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The Unforeseen and Unintended Consequences of Bans on Personality Testing


On February 13th, the Nevada assembly heard a proposal for a new bill, Nevada AB132. The bill itself is only 2.5 pages long and is pretty easy to read, but effectively has two parts:

  1. Making it unlawful to deny employment on the basis of a marijuana screening test
  2. Making it unlawful to condition employment on the completion, or results, of a personality test

The first part of the bill concerning pre-hiring marijuana testing has received a fair amount of local news coverage, and is outside of my areas of expertise. However, I will say it does seem odd that one can be excluded from a job for testing positive for a drug that is recreationally legal in the state. If an alcohol test could determine if you drank alcohol at any time over the past, say 30 days, should people of legal age to consume alcohol be excluded from jobs on the basis of that test result?

The second part has received far less attention, but is nonetheless disturbing. The key part of the bill reads:

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