WHY HOGAN?
In a data-driven world, personality evaluations are the result of the systematic analysis of people´s data Personality drives human behavior, often in highly predictable ways. The Hogan questionnaires were developed to evaluate all the personality aspects: the visible side, the dark side, and the inner side.
OPTIMIZE SEARCH TIMES
IMPROVES QUALITY
REDUCES STAFF ROTATION
DEVELOP LEADERS
Why does personality matter?
Centuries of evolution have taught us that human beings are driven by three main goals: getting along, being successful and finding meaning in life. The ways in which we achieve these goals are the result of differences in the personality of individuals. In the working place, the personality predicts how a person will approach work - diligently, intelligently, happily, cooperatively, etc. For employers, personality is important because it provides an essential view of a candidate that can not be discovered only through interviews. It allows employers to be strategic in hiring the right person for the position and culture of the company. For the individual, personality evaluations increase the strategic self-awareness, which allow a better management of the professional reputation and the improvement of the decision-making around the professional development.
Why does reputation matter?
You can think of personality in two directions: identity and reputation. Most evaluations in the market measure identity-a self-evaluation of who you think you are. While this may be useful for introspection and self reflection, we are generally bad judges of ourselves. For example, everyone likes to think they are good drivers. However, a trip during rush hour traffic will tell you that this is not true. In other words, we like to think of ourselves as the hero or heroine of our own history, but unfortunately that often does not correspond to reality.
What does Hogan do?
Our personality questionnaires are designed for three things:1) assess basic employability
2) assess the adaptation to the job
3) Provide a solid foundation for coaching related to professional development.
REPUTATION
HPI
Hogan Personality Inventory
THE BRIGHT SIDE
that measure the people´s behavior in everyday life when they are at their best.
HDS
Hogan Development Survey
THE DARK SIDE
that measure the people´s behavior when they are under stress and pressure.
IDENTITY
MVPI
Inventory of Reasons, Values and Preferences
INSIDE
thatmeasure the fundamental values, objectives and interests that determine the satisfaction in the career.
THE PERSONALITY INVENTORY OF HOGAN (HPI)
It measures the normal personality or its visible side - qualities that describe how we relate to others when we are at our best. It provides information on how people work, lead and how successful they will be.THE HOGAN DEVELOPMENT SURVEY (HDS)
It describes the dark side of personality, or qualities that emerge in times of increased stress that can disrupt relationships, damage reputation, and derail people's chances of success.THE INVENTORY OF MOTIVES, VALUES AND PREFERENCES (MVPI)
It reveals the fundamental values, goals and interests that determine what we want and strive to achieve. Provides information on adequacy organization and the environments in which individuals will be motivated and satisfied.THE HOGAN JUDGMENT REPORT (Judgment) (JUD)
It combines the cognitive ability, the visible and dark side of the personality, as well as the values to measure the information processing style of the participant, his/her style for making decisions, and the receptivity for feedback and coaching.THE HOGAN BUSINESS REASONING INVENTORY (HBRI)
Describe a person's reasoning style-the ability to evaluate a set of data, make decisions, solve problems, and avoid repeating past mistakes. Provides understanding in terms of ways of solving problems, and areas of development.How can I use hogan?
Our extensive portfolio is designed considering your unique business needs, from the selection before hiring to the development of executive levels. The depth of our key questionnaires gives us the ability to undertake a wide variety of tasks, such as developing high-potential managers to become executive-level leaders, and determining how to maximize productivity throughout the organization. Our pre-made and adapted product options for almost thirty years can be used to:- redict work performance - hire better people through the measurement of basic employability, work style, safety awareness, and organizational adequacy.
- Evaluate career derailleurs - identify and mitigate performance risks that can decrease leadership success, damage relationships, and damage professional reputation.
- Identify potential - identify and develop the next generation of talents in your organization
- Develop leaders - take advantage of the self-awareness gained through the Hogan evaluation.
- Join other performance indices - reveal underlying characteristics in a company's hiring process.
