Within 30 minutes I am exposed: how sociable and extroverted I am, how my conscientiousness stands, what stressful situations trigger in me. Hogan Assessment defines my personality through three tests with the areas: What are my strengths and weaknesses in everyday life? What personal goals, interests and drives do I have? And finally: How do I behave when I have stress – that’s my dark side, so to speak. What will stand in my way?
Hogan Assessment is a provider of consulting and valuation solutions. They are a collection of psychometric questionnaires to capture personality traits and performance. They are based on psychological research and are designed to help companies and their HR departments select the right candidates and reduce staff turnover.
If you complete the Personality Test of Hogan Assessment, you wonder what it means to have one or the other statement: “I understand why stars sparkle,” “I like to tell jokes and stories,” or “I just enjoy a game if I win “and” I would like to mountaineering “. Only by looking at the individual areas of analysis of the personality one understands which property should be revealed with the question. For example, if I am inquisitive and enjoy learning new things, or if I like to be among people, how ambitious I am, and how fit I am for a leadership position.
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“In my opinion, you should do without job interviews”
“We worked with Big Data and AI before it got cool,” says Robert Hogan, founder of Hogan Assessment, in an interview with LEAD. “We’ve been using big data since the 1960s, and that’s nothing new to us.” According to Hogan, machine learning processes help – unlike people with their “unconscious bias” – jobs and job seekers without their political views or gender match, but only based on data.
In fact, more and more companies are using big data analytics in human resources. The aim of HR-Analytics is to constantly improve the recruiting of new employees, to retain employees and to carry out a labor market analysis. For example, big data in companies means data from a variety of sources, be it IT systems, social media, video cameras, biometric tracking, or employee productivity measurement systems.
“Big Data and HR analytics make recruiting processes fair, accurate and cheaper,” says Hogan. “In my opinion, you should refrain from job interviews and instead rely on data.”
“General Employability” for recruiting
Hogan Assessment has now introduced a new product: “General Employability” helps companies recruit suitable candidates. The tool is especially interesting for companies that have a large pool of applicants.
“General Employability” identifies personality traits that enable predictions of employability of candidates for a variety of jobs. By employability is meant that someone finds a job, holds it and finds a job in the event of a job loss. Here are three components that are included in Hogan’s rating:
- Social competence – coping well with others and working successfully in a team. People with high scores for this ability are friendly, sympathetic, and helpful.
- work ethic – Receive instructions, work hard and deliver timely, high quality results. Employees with a high work ethic are hardworking, productive and reliable.
- learning ability – Learn the essentials of a job and acquire new skills as job requirements change over time. Learners are usually alert, curious and ready to learn new things.
The employability assessment is based on responses to statements such as “I take the feelings of others into consideration” and “I avoid hassles at all costs”. The overall score indicates the extent to which the candidate is generally employable and the likelihood of the employee’s degree of productivity. People with exceptionally high scores (for example, 90 percent or more) can often be hired immediately as long as they meet the other basic professional qualifications.
“Employers report that most complaints about their employees concern three fundamental issues: low social skills, poor self-management, and lack of problem-solving skills,” says Zsolt Feher, Managing Director Europe of Hogan Assessments. “With the help of the General Employability Instrument, companies can gain valuable insights into these three important areas, which saves tremendous time for recruiting agents as they leverage the data to make predictions about the candidates’ ability to work and their future success in the workplace . “
The General Employability Assessment is an indicator of performance in the workplace. It is suitable for a variety of non-executive positions in almost all industries. For example, it is very effective in hiring bankers.
With the help of the General Employability tool, recruits have been able to identify low-performing and high-performing bank employees with great accuracy. In addition, they found that high scores were twice as likely to receive a positive rating for their customer service than low scores.
Hogan’s personality tests are available in 57 countries and 46 languages, and are used by more than 70 percent of the world’s top-selling companies – the so-called Fortune 500 companies.
How forgery-proof are personality tests?
Personality tests are without question a good complement to traditional job interviews. They do not put people in certain boxes because of their appearance or gender and let them see how someone works in stressful situations. So you are totally fair to the candidate. The only question is: how fair are applicants to the employer?
When you research the web, you come across many different blogs and sites that want to give people tips on “how to pass the Hogan Personality Test.” This contradicts the original idea of getting to know a person as he really is. Because if there are already these tips, then it indicates that tests are easily manipulated. Of course, someone applying for a job will look at the job posting very closely. If management potential is required, the applicant will answer the questions in the personality test accordingly.
I did the test from Hogan. For about an hour, it took a lot of different statements such as “I’m not upset by trifles,” or “What’s worth doing is worth doing well,” on a scale of “Strong Rejection.” “to” Strong approval “to rate. At first I was confused, because at some Statements it is not clear at first glance, how far they are relevant for the HR and afterwards to be analyzed. Exactly these statements are those that are not manipulable and probably give particularly great information about the person. After the test you get a detailed, about 100 pages long, analysis and personality assessment and you can agree with Hogan’s Metaberatung, an educational discussion.
In this case I did the personality test without a real application for a job. That made the Hogan test so exciting for me. At first, I was shocked at my own result because the test looked so negative at first glance and classed me as “a bad employee”, everything became clearer after the personal interview. In fact, the test managed to expose me exactly as I would myself and my peers. Could I have valued and cheated on the statements just to impress an employer or a human person because of a job I really want? Probably yes.
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