Self assesments stop validating
To get the most out of the assessment results, each assessment participant should: Hogan collects comprehensive normative data to ensure that our assessments accurately represent a cross-section of the current workforce.The HPI and HDS are normed on samples of over 100,000 working adults.
As the traits measured by the Hogan tools are particularly salient in leadership, the assessment suite is widely used for leadership development from middle management to the executive level.For reliability, we provide evidence for the internal consistency of our assessments, as well as consistency of measurement over time, as sufficient data are available.To obtain local validation evidence for our assessments, we work with distributors and clients engaged in specific research initiatives to gather matched assessment and job performance data.With the ever-increasing globalization of business, questions regarding cross-cultural similarities and differences are becoming more frequent. However, scores from multiple translations of a personality assessment can differ for reasons other than cultural sources (see Meyer & Foster, 2008 for a review).Consequently, Hogan avoids making strong assertions about cultural differences when comparing results across multiple translations of the assessments.Although retesting is generally unnecessary from the standpoint of accuracy of results, some organizations choose to implement a retest policy based on situational variables that are specific to their assessment application.
Contact your Hogan representative for further information.
First, when people respond to questions on Hogan assessments, we do not believe they are reporting their actual behavior, but rather telling us how to think about them and how they want to be regarded — exactly as they would do in any conversation.
Second, we aren’t concerned with how people respond to items; we care about what their responses predict.
The Hogan assessment tools are available in over 40 languages and used by organizations in more than 50 countries.
We work with organizations of all sizes – from small firms to Fortune 500 global companies in diverse industries, such as financial services, pharmaceuticals, retail, and consumer goods.
There is no such thing as an ideal score or personality profile.