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The Hogan Coaching Network (HCN) is a group of highly credentialed and broadly experienced consultants who are experts not only in the Hogan inventories, but also in coaching and consulting - especially at senior management and executive levels.
Posted April 3, 2017 by Meredith Wright
I-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 30 sessions, symposia, panel discussions, practice forums, and poster sessions at the 32nd Annual SIOP Conference in Orlando, April 27-29. #SIOP17 #HoganatSIOP
Thursday, April 27
Conceptual Foundations of Personality Assessment in Organizations: “Useful” to “Optimal”Interest in personality assessment in organizations continues to grow. However, criterion-related validities are only at the “useful” level currently. Three personality models are presented that have organizationally relevant labelling and are more differentiated at the primary factor level. These models should help personality validity reach “optimal” levels.
Jeff Foster, Steve Nichols
Giving Top Performers the Star Treatment: Is Meritocracy Overrated?
Should organizations especially single out—and disproportionally recognize and reward—star performers? Do stars really contribute disproportionately to organizational success? What are unintended negative consequences of meritocratic practices? These and related questions will be debated by a distinguished panel representing both sides of the meritocracy question.
Development of Empirically Based Short Form Personality Assessment
Short form personality assessments are nothing new, but many existing forms are constructed with an emphasis on internal reliability rather than predictive utility. A short form was developed using an empirical approach that simultaneously optimizes reliability and criterion validity. Evidence supporting the utility of the short form is provided.
Heather Hayes, Brandon Farrell, Blaine Gaddis
Millennials Versus Millennials Debate (and No One Gets a Trophy)
As scientist–practitioners, industrial-organizational psychologist must understand each side of the Millennial debate. The current session presents the different viewpoints through an interactive scripted debate and panel session. Panelist will “argue” both sides of the Millennial debate, then present an overview of their own experiences managing generational issues in the workplace.
What a Difference a Boss Makes: Leveraging Leaders to Enhance Employee Engagement
Given the impact that leaders have on employee engagement, this panel will focus on techniques to identify, select, develop, and evaluate engaging leaders. Panelists will share benefits and challenges associated with current practices used in their organizations and provide recommendations for other organizations to enhance employee engagement through improved leadership.
Will Technology Make Assessment Obsolete?
How will assessment evolve in the next decade? Industry experts will explore how trends such as big data, artificial intelligence, virtual and augmented reality, social media, and the Internet of Things will force assessment to change. The session will offer guidance to those working to push forward.
One Type to Rule Them All? Debating Predictors in Selection
In this presidential-style debate format, 4 panelists, each representing a common selection method including cognitive ability, personality, situational judgment, and simulation, will respond to judge panelists’ questions on how they can help organizations in 2 fictitious business scenarios. Fun and engaging conversation is assured to invigorate the audience.
Derailers Versus Personality Disorders: What are the Differences?
There remains little consensus regarding the structure and meaning of personality derailers. This research aims to fill this gap by comparing items from the HDS and the PID-5. Results support the concept of derailers as personality constructs that align with disorders but are not clinically debilitating.
Heather Hayes, Jeff Foster, Blaine Gaddis
The Use and Utility of Big Data in I-O Psychology
Recent SIOP conferences have seen a surge in sessions on big data, most of which highlight future possibilities of using big data techniques in the field. In contrast, this session will focus on active projects within the field and the real benefits of big data for I-O psychology today.
Brandon Farrell, Jeff Foster, Blaine Gaddis
Friday, April 28
The Hungry Mind: Why Companies Hire and Promote for Curiosity
This panel examines the growing importance of intellectual curiosity in different organizational settings. Six experts from renowned global organizations discuss how they go about selecting and nurturing individuals with a “hungry mind,” why curiosity is critical for employability and career success, and how it impacts on leadership and organizational effectiveness.
Factors to Consider in 360-Degree Feedback Ratings
The goal of this symposium is to discuss factors that can affect 360 performance ratings. Four studies on the effects and relationships of (a) culture, (b) gender and personality, (c) gender and importance performance, and (d) personality and self–other discrepancies in 360-ratings are discussed.
Karen Fuhrmeister, Derek Lusk
Americas Seminar Room
Identifying Grit in Existing Personality and Other Individual Differences Taxonomy
Proponents of grit treat it as a completely new construct, though a few studies suggest it is indistinguishable from other well-established constructs like Conscientiousness. This session focuses on examining relationships between grit and constructs from personality, positive psychology, and interests.
Brandon Farrell, Robert Hogan
Best Practices in Personality-Oriented Job Analysis
This session explores how to best identify which personality trait scales will be job related using expert judgments. The panel discussion will feature brief presentations from the participants, answers to a series of structured questions, and a question-and-answer discussion with the audience in order to identify cutting-edge job analysis methodologies.
Differences in Judgment and Decision-Making Across Job Levels
Leadership judgments drive corporate performance. However, it is common for leaders to make poor decisions. Therefore, it is necessary to look at judgment tendencies and the ability to learn from past mistakes. This study examines judgement at different job levels to identify differences in key judgment tendencies.
Michael Tapia, Blaine Gaddis
Job Analytic Comparisons of Critical Competencies Across Industries
Using archival job analytic data, authors examined the degree of consistency in competencies required for effective job performance across 10 industries. Findings suggest that characteristics identified as important for jobs in one industry are likely to generalize across industries with few exceptions.
Validation of an Off-the-Shelf Competency Solution for Nine Job Families
Many organizations develop competency models to guide HRM efforts, but models may be based in business trends more than science, making validity evidence scarce. the authors developed and validated an off-the-shelf competency solution to help organizations identify individuals with personal characteristics aligned with critical competencies for 9 job families.
Saturday, April 29
Assessments on Mobile Devices: Our Opportunities at Digital Speed
This session will discuss current issues in the use of mobile devices for completing candidate assessments. The IGNITE sessions will cover topics ranging from prevalence of test completion on mobile devices, using mobile assessment technology as a recruitment tool, and key elements of a successful mobile assessment app.
Amber Smittick, Jennifer Lowe
Limits of Engagement: A Panel Discussion
Employee engagement is the amount of behavioral, affective, and cognitive energy dedicated by employees in their work. Although there has been widespread agreement about the meaningful positive consequences of an engaged workforce, this panel discussion will address if, when, and how there can be too much of a good thing.
High-Potential Identification: You’re Doing it Wrong
Although many of the numerous difficulties surrounding high-potential identification and development are well-publicized, this diverse panel seeks to explore high-potential issues and insights that are not commonly addressed in practice. Panelists will answer questions about the nomination procedures, assessment strategies, data inputs and development programs used in high-potential management.
Jackie Sahm, Scott Gregory
Americas Seminar Room
Recent Advances in Personality Assessment and Validation: Beyond Self-Reports
Personality assessments are a mainstay in personnel selection, yet applications to organizational research and practice have been dominated by self-report methods. This symposium showcases 4 papers demonstrating the usefulness of observer reports of personality. Papers advocate for the greater use of multiple sources of personality ratings in the organizational sciences.
Beyond Cognitive Ability: Using Personality to Predict Student Retention
This study examined the relationship between personality and student retention. Conscientiousness predicted student retention across 3 years and eventual graduation rates. Researchers and practitioners can use these findings to develop personality-based interventions to increase student retention and reduce costs for colleges and universities.
Personality Assessment as a Supplementary Predictor of Tenant Behavior
Current tenant screening methods lack thorough research support and may be subject to adverse impact. This study proposes the use of personality assessment as a supplementary tool and provides evidence for the use of personality measures to predict tenant behavior, including payments, vacating, maintenance, cleaning, landlord interactions, and causing damages.
Michael Tapia, Brandon Farrell, Matt Lemming
Improving Prediction Through Personality and Criterion ABC Alignment
Authors hypothesize that by aligning the affective, behavioral, and cognitive content of personality and workplace criteria, prediction will be improved. This hypothesis is tested in 2 datasets that have both personality and performance data. The results generally support the hypothesis; there was better prediction of performance on average.
Michael Tapia, Kimberly Nei
Dark Personality as a Causal System: A Network Approach
The origin, development, and nature of maladaptive traits are discussed as latent traits (e.g,. narcissism) causing sets of interrelated behaviors (e.g., arrogance). An alternative, network perspective is proposed for conceptualizing dysfunctional tendencies as causal systems of interlocking strategies. Item-level networks of Dark Triad are demonstrated and reproducible R code offered.
Using Personality Assessment to Predict Valued Outcomes in Healthcare
The healthcare industry significantly affects people’s lives but relies on objective data. As such, assessments of “softer” individual differences have been underused despite evidence that these constructs predict health-related outcomes. This symposium allows professionals to demonstrate how personality assessments predict a range of outcomes for healthcare providers and recipients alike.
Blaine Gaddis, Kimberly Nei, Derek Lusk
Maladaptation: Building the Nomological Net of Derailing Traits and Behaviors
Despite increasing interest in derailing traits and behaviors, there remains much to be learned about their construct space. By presenting quantitative and qualitative research results, authors seek to deepen understanding of how derailing traits and behaviors relate to other individual differences and work-related outcomes, expanding insight into maladaptation at work.
Brandon Farrell, Blaine Gaddis
Globalizing Selection Systems: What You Need to Know for Success
Panelists will share their experiences related to planning, implementing, monitoring, and validating international selection systems. They will discuss strategies as well as lessons learned from these implementations. In particular, unique considerations important for global launches will be identified.
Team-level Interventions: Using Personality Data to Enhance Team Effectiveness
Panel members will discuss their successes and lessons in using personality data for team-based applications. Topics will include best practices and ethical considerations for presenting personality data to teams, examples of creating and using team personality profiles, and other practical applications to improve team effectiveness and business outcomes.
Mobile Assessment: Small Screens Become Mainstream (Demo & Panel Discussion)
This symposium brings together 3 assessment publishers demonstrating mobile assessment administration formats and comparing and contrasting their effectiveness. Audience members will participate by sampling assessment experiences “live” via mobile device. After demonstration, broader trends on mobile assessment will be highlighted from each publisher, and advantages/disadvantages of mobile assessment formats will be discussed.
Looking Beyond Validity to Ensure Assessment Success
The successful implementation and sustainability of an assessment program is determined not only by the validity of an assessment but a number of other factors. Practitioners from 5 organizations will share their insights, perspectives, and experiences in how to successfully address these factors.
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