November 2007		www.hoganassessments.com



:: A Note To Our Readers
This November edition of the Hogan newsletter brings you the latest news from Hogan including Dr. Hogan's view on faking personality assessments, an update on norms, international updates, and a transportation case study. We welcome your comments and suggestions. Please e-mail us at webmaster@hoganassessments.com.

:: How Faking Impacts Personality Assessment Results
People constantly ask us how faking affects the results of personality assessment. We believe that faking doesn't matter, and we say this for two reasons. First, the data show that people can't or don't fake their answers on personality questionnaires. Second, it is very hard to define faking. Read more...

:: Test Norms: All are NOT Created Equal
He got a 23!!! Can you believe it? Believe what? Individual test scores are meaningless without norms. Norms provide a frame of reference for interpreting test scores (Nunnally, 1967). As such, norms are vital for providing context for interpreting raw test scores. However, it is the quality of those norms that is of particular importance. By using accurate norms, one person can be compared to a suitable group of others and, relative to others, conclusions can be drawn about that person's predicted future behavior. This year, Hogan Assessment Systems completed a renorming of the Hogan Personality Inventory (HPI). The publication of the Hogan Personality Inventory Manual (3^rd Edition) documents changes to the assessment, including the updated U.S. norms. Prior to 2007, norms were published in 1995. We observed some score shifts over the last 12 years that encouraged the renorming. It is common for test publishers to spend resources on norming during initial assessment development. However, we suspect that it is less common for publishers to devote similar levels of resources to maintain current norms after they are initially established. If true, this is unfortunate, because test publishers have a professional responsibility to develop and maintain relevant norms. Read more... Click here to order the Hogan Personality Inventory Manual (3rd Edition).

:: Hogan ELITE Conference in Sonoma Valley
Hogan's Alliances and Consulting Partners Practice welcomed 36 participants to our 2007 Engage, Learn, Interact, Train, Evolve (ELITE) conference in Sonoma County California. It was exciting to bring together various consulting practices who use Hogan as part of their business to share, learn, and network. This year we were fortunate to have Brandy Agnew from Dell and Glenn Debiasi from Alex Lee to present keynote addresses on talent management and organization wide selection. Other topics of discussion included - using assessments for selection, team-based interventions, leadership development, and strategies for selling assessments into organizations. The purpose of ELITE is to provide a forum for consultants from all sizes of firms to gather and hear learn about best practices, common projects, and new applications of the Hogan tools. This conference served as an opportunity for firms across the nation to begin discussing ways to partner together to provide national service to their clients. Plans are already underway for our 2008 event, so stay tuned in the upcoming months for details.

:: New Publications Now Available from Hogan Assessment Systems
Hogan Assessment Systems now offers several technical manuals, a resource guide, and Dr. Hogan's latest book available for purchase on our website -- www.hoganassessments.com in the Hogan online store. Current books available are: The Hogan Guide, a resource book that provides an in-depth look into Hogan's comprehensive suite of personality assessments. Published in 2007. Hogan Personality Inventory Manual (3rd Edition), a comprehensive technical manual that provides detailed and technical information around HPI construction, reliability, validity, interpretation, administration, and norms. Published 2007. Hogan Business Reasoning Inventory Manual, a brief technical manual that provides information around HBRI rationale, test design, development, norms, test properties, and administration. Published in 2007. Candidate Potential Report Technical Manual, a technical manual that reviews the validity of personality measures for selecting employees within job families and identifies scales from the Hogan Personality Inventory that are significantly correlated with performance across and within the seven job families. Published in 2007. Personality and the Fate of Organizations, a book by Dr. Robert Hogan that links personality characteristics to people's behavior and offers a systematic account of the nature of personality, showing how to use personality to understand organizations, to staff teams, and to evaluate, select, deselect and train people. Published in 2006. Click here to order.

:: Hogan Consultants Visit International Distributors in New Zealand and Australia
Hogan is committed to providing ongoing support for our international distributors. Part of this support involves Hogan representatives visiting these countries to share new product information, innovative research, and new areas of emphasis. Doug Klippel, Senior Consultant, and Kevin Meyer, International Research Consultant, recently completed a 2-week trip to New Zealand and Australia in support of Hogan distributors including Performance Profiles Ltd. and Peter Berry Consultancy. While in both countries, Doug and Kevin conducted client meetings and workshops featuring an overview of Hogan research findings, introduction of the Hogan Business Reasoning Inventory (HBRI), and updates on the Hogan international norm database. Read more...

:: Case Study: Bus Operators
Challenge: A large metropolitan transit authority wanted to improve the quality of their busing services by implementing personality measures to help identify passenger-focused applicants and enhance the validity of existing procedures. Solution: Hogan conducted a thorough job analysis using the Performance Improvement Characteristics (PIC). The PIC analysis identifies: (a) the personal charateristics needed to perform a specified job, and (b) the degree to which these personal characteristics improve job performance. In addition, Hogan administered the Hogan Personality Inventory (HPI). Results: Click here to view the results. Through the use of the Hogan inventories and the Hogan selection and development series of reports, companies of all sizes have improved productivity, lowered turnover, reduced costs, and increased the customer performance of their sales teams. Hogan has a strong track record of success helping clients achieve return on investment and bottom-line results.

:: Hogan - Out, About, and in the News
Ryan Ross, Director of Alliances and Partners, and Jarrett Shalhoop, Consultant, conducted a series of workshops in Prague, Czech Republic during early October. Ross & Shalhoop conducted a certification workshop for a multi-national team of consultants for our partner, Right Management, including 10 delegates from 7 countries. Assessment Systems, Inc., a Hogan international partner, hosted a 2-day seminar attended by many of their clients that looked at best practices of selection and development including the use of the Hogan tools to maximize employee performance. Hogan continues to see strong growth in this area as more and more companies realize that predicting job performance has proven results to the bottom line. Dr. Robert Hogan will be speaking at The Best of Talent Management Summit on November 12 - 14 in San Francisco, California. Doug Klippel, Senior Consultant, will also attend. To learn more about the Talent Management Summit, click here. Dr. Robert Hogan was quoted in the USA Today on October 24, 2007. Dr. Hogan comments on the personality characteristics of reliable retail sales employees. Click here to read the article.

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