Karen is a Certified Facilitator of Hogan Assessments, which can be used for coaching, development and hiring.
Overview of Hogan Assessments
Coaching and leadership development helps executives remain versatile in their leadership style, and learn techniques to adjust interpersonal characteristics that may be impeding their ability to motivate teams effectively.
Hogan Assessment coaches have an ethical belief that people should be in roles that match their personalities. And that any decisions made about people in your business – whether in relation to hiring, team analytics or employee benchmarking – should be assisted by the most efficient and effective tools to ensure fairness and accuracy.
The Assessments promote a process that removes unconscious bias from decisions made about people in the workplace. With greater job satisfaction, employees will be more productive and engaged, creating a “win:win” for both their employers and themselves.
The main factors that set Hogan assessments apart are:
- The results are based on how candidates are perceived by others – their reputation – rather than how they perceive themselves (unlike most other personality assessments)
- The necessary qualification and expertise of the consultants to interpret complex data in an easy-to-understand, accurate feedback.
- The predictive validity of the combined Hogan assessments is 3 times that of structured interviews for predicting job performance.
- The feedback includes a candidate’s strengths and also areas where a candidate may need help or support. That doesn’t mean that a candidate is weak – it just provides insight into how they can achieve their full potential.
The combination of these key factors makes for an extremely objective and practical tool when making smarter decisions about the people in your business. To achieve their superior level of detail, candidates or employees complete three assessments:
The HPI : The Hogan Personality Inventory, also referred to as the “bright side”, uses 7 scales to measure personality characteristics. These characteristics are globally recognised in the field of psychology as “distinct personality factors”.
What the results provide is a measure of an individual’s normal personality, such as how they behave and interact with others in the workplace, how they manage stress and how they approach work. In managing a workplace, this level of insight is obviously very useful but it also means you don’t miss out on a candidate who may be a brilliant fit in a number of ways, just not in the role you initially thought.
The HDS : The Hogan Development Survey assesses 11 characteristics, known as the “dark side” (although this is not necessarily meant with a negative connotation). They are characteristics we all have – those that are a strength while things are going well but may cause people to derail when put under pressure. Apart from giving employers valuable insights, the information revealed can also be useful to an individual’s personal self-awareness and development.
The MVPI : The Motives, Values, Preferences Inventory looks at an individual’s core values, goals, and interests by assessing 10 values each with five subscales. Or in other words, their “why” – what they enjoy and provides job satisfaction, what excites and drives them and is likely to motivate them in a workplace setting. This type of information is critical if choosing a candidate who is the right “fit” for your company is important. A candidate whose values are aligned with your company values and mission is more likely to remain loyal, perform better and is much less likely to upset the status quo.