We’re excited to announce the official launch of the Hogan Candidate Assessment Suite the most robust talent acquisition solution in the industry.
Hiring used to be a shot in the dark. With the Hogan Candidate Assessment Suite, hiring is a fast and valid prediction of performance, packaging Hogan’s rigorous science in the simplest user experience. Whatever the role, this new platform identifies the best performers based on millions of workplace performance data points.
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Businesses have long used the powerful information contained in personality assessments to facilitate leadership performance and outcomes. Understanding an individual’s personality—or their unique characteristic ways of being—can be helpful when seeking to identify those who may be well-suited to leadership roles (i.e., selection), as well as to improve the performance and outcomes of those already inhabiting leadership roles (i.e., development).
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Some personality traits can pose risks to companies’ success. These traits, which Hogan calls derailers, tend to arise when people are stressed, fatigued, or bored (that is, when we do not exercise self-control). These are the most challenging elements of personality to work with, and they are the most damaging to our careers. Because crises such as the one we are currently experiencing cause almost constant stress, these characteristics are particularly notable right now.
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“Creativity is intelligence having fun” -Albert Einstein
Globally, since the pandemic began, we are working more hours, engaged in more meetings, sending even more emails, and finding the performance-like nature of video calls exhausting. As many of us adapt to new environments, it can be difficult to find the time or energy for creativity. However, creativity is what’s needed most if our businesses and organizations are going to survive.
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With many workers returning to their offices, preventing the spread of COVID-19 and protecting employee health is a top priority for business leaders. While initiatives like enhanced sanitation and social distancing policies are a must, the biggest threat to workplace health and safety is often overlooked by managers—recruiting safety-conscious staff.
The Hogan Safety Report, which scores candidates on several components of safety-conscious behavior, has identified six personality traits that recruiters should look for in new candidates.
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Many of our clients use Hogan Assessments to support selection and talent development programs. Due to the pandemic, however, selection has (understandably) been cut back dramatically. Now, HR teams have to focus on more difficult people issues while learning and development programs may be put on hold.
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The new realities shaped by the disruptive and complex moment we are experiencing are completely different for each organization. This situation is forcing some companies to completely reinvent themselves, while others are unable to operate as needed. Others (the least common group, especially in Colombia) are seeing turnover grow at unexpected levels. The personality characteristics of the CEOs of the companies influence the consequences that each of the companies is experiencing as a result of the pandemic.
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Earlier this year, before the global pandemic, I returned to the office after an extended business trip. When I walked into the building, the environment felt different. The building was the same, the furniture was where it had been before, and my colleagues were still the same lovely people, but the atmosphere felt somewhat unfamiliar. It was because there had been a break in my routine. Humans are creatures of habit — we rely on routines to help us manage our busy schedules, remain productive, and keep us sane. When our routines change, we must adapt, create new strategies, or run the risk of being ineffective, unproductive, or even misaligned.
COVID-19 has significantly impacted team functioning. In our work with organizations during the pandemic, we have observed three common challenges that teams are facing today:
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Entrepreneurs tend to have a heroic status around the globe — and for good reason. Entrepreneurialism encourages individual proactivity, creativity, and economic vitality, yet a significant number of startups fail for many well-documented reasons. The organizational psychologist in me wonders: What does personality psychology have to say about derailed entrepreneurial enterprises?
As noted, entrepreneurs play a key role in keeping economies competitive. They are known for removing the old and inefficient and replacing it with the new and improved, which suggests that entrepreneurs are creative people. Michael Kirton’s work on creative problem-solving shows how entrepreneurial people often take an innovative approach by questioning assumptions, redefining the problem, and introducing different solutions.
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Automation has long been altering labor markets and eliminating jobs. Recent research suggests that up to 47% of U.S. jobs are at risk of becoming automated within the next 20 years.1 That percentage varies from country to country, but it consistently falls above the 40% mark. Although automation is largely thought to threaten low-skill jobs, advances in machine learning and artificial intelligence have made advanced-skill jobs, such as contract lawyer or diagnostician, vulnerable.
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