Tag: personality assessments

Using Cognitive and Personality Assessments Together Improves Employee Selection

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One of the primary tasks of leadership is to effectively and efficiently allocate an organization’s resources. In business, this requires leaders to make critical decisions that ultimately determine the success or failure of the organization. However, making good business decisions alone is not enough to guarantee success. Effective leaders must also have the interpersonal skills… Read more »

ThreeFish Consulting: 5 Questions on High Potential Talent

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*This is an interview with Dr. Pradnya Parasher, Founder & CEO of ThreeFish Consulting, on High Potential Talent Development in India.  In India, tenure and seniority have traditionally tipped the scales while creating a leadership pipeline. Now that old rules are being questioned, is it time to throw out all of the old and ring… Read more »

Our Assessments Work Anywhere

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*This post was authored by Ryne Sherman and Brandon Ferrell. A recently published study suggests that some of the most common personality assessments (i.e., one’s based on the Big 5) don’t work in other countries. The study was published in a prestigious journal (Science Advances, impact factor > 12), and it has already gained prominent… Read more »

WEBINAR: Leaders Are People, Too (*GULP*)

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*Hogan Senior Strategist, Michael Sanger, facilitated a webinar hosted by Workforce on Tuesday, September 18. This post offers you a summary of the talk and the presentation in its entirety.  Personality determines the way we lead. The way we lead determines our teams’ performance. And a successful organization is a collection of high performing teams… Read more »

Forget Charisma, Look for Humility in a Leader

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*This article was originally published in Talent Economy. The existing paradigm in the business world holds that successful CEOs are ambitious, result-oriented, individualistic, and, above all, charismatic. The rise of agency theory, or the notion that incentivizing managers should improve shareholder returns, put greater emphasis on the need to hire leaders that appear leader-like. Unfortunately, conventional… Read more »

Our Assessments Don’t Discriminate, But Many Do

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Recent EEOC agreements with two major US companies have once again raised concerns about adverse impact resulting from personality assessment use in hiring. Just as every automobile, electrical appliance, or medicine can negatively impact people’s lives if manufactured poorly or used improperly, assessments can be poorly developed, haphazardly applied, or purposefully misused to negatively and… Read more »

Assessing the Assessor—Evaluating Personality Assessment Tools

*This article was first written by Abhijit Bhaduri for People Matters Magazine, June 2018 issue. Today, many organizations use personality assessment tools to assess their employees. But before deciding to use a personality tool, should organizations create their own thermometer test?  Imagine someone walking up to a doctor with a new kind of device that… Read more »

Hogan Cares About Validity; Most Test Publishers Do Not

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The test publishing industry is unregulated. As a result, many commercial test publishers ignore validity, and sell the psychometric equivalent of snake oil. However, when most reputable assessment vendors care only about their bottom line, they have little incentive to care much about the validity of their assessments. And, because of the high stakes involved… Read more »