2019 Conference Message

From: Marissa Berman, PsyD, 2019 Conference Co-Chair

We would like to introduce our members to our Diamond conference sponsors. These sponsoring organizations represent leaders in our field and create impactful tools that we can use to meet the needs and goals of our clients.
During the conference, Diamond sponsors will be hosting concurrent sessions called Tools of the Trade”. These concurrent sessions will expand upon the science behind the tools and illustrate how to effectively use them.
Diamond sponsors will also be hosting one-hour sessions in our Hospitality Suite and will have exhibit booths where you can speak with them directly and learn more about these companies and their products. 

This week’s featured Diamond Sponsor is Hogan Assessments: 

 

Hogan Assessments: The Global Authority in Personality

Hogan Assessments, a Tulsa, Oklahoma-based company founded in 1987 by Drs. Joyce and Robert Hogan, is a worldwide provider of personality assessments. Thousands of businesses and other organizations use the company’s assessments to help with job candidate selection, professional growth, leadership development, and other areas of workforce management.

The Hogans built the company because they wanted to assess human personality in a way that is both comprehensive and free of bias. The two based their research firmly in psychological sciences to ensure each of their assessments are valid, predictive and able to withstand over 1,100 validation studies to date. Hogan Assessments conducts continuous research that leverages the results of over seven million assessments to constantly refine their products.

Additionally, Joyce and Robert Hogan were motivated by a strong sense of social justice, specifically the Civil Rights Act of 1964, which made discrimination illegal in the hiring process. The assessments were designed from the ground up to remain valid regardless of the age, gender, sexuality, ethnicity or cultural background of the assessed. Furthermore, Hogan Assessments makes sure to measure and include representative samples from all countries that use its products.

Hogan’s reports cover a variety of corporate needs and solve a multitude of HR issues. The reports are  powered by a combination of the company’s three core assessments:

The Hogan Personality Inventory (HPI): This describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. The HPI was developed in the 1980s in the context of socio-analytic theory and is based on the Five-Factor Model of personality. Whether the goal is to find the right hire or develop stronger leaders, assessing normal personality provides valuable insight into how people work, how they lead, and how successful they will be.

The Hogan Development Survey (HDS): This describes the dark side of personality – qualities that emerge in times of increased stress or complacency and can disrupt relationships, damage reputations, and derail peoples’ chances of success. Personality characteristics that are often considered strengths can become overused and transform into weaknesses under pressure. Introduced in 1997, the HDS remains the only personality assessments that identifies critical blind spots that lead to career derailment.

The Motives, Values, and Preferences Inventory (MVPI): This describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, one can understand what motivates employees to succeed, and in what type of position, job, and environment they will be the most productive.

Hogan’s assessments are available in 56 countries and 47 languages. Robert Hogan remains active in the company.

If you would like to learn more about Hogan Assessments and the assessment tools, consider attending the Hogan Certification Workshop which will be held during the two days ahead of the SCP/SPIM 2019 Conference on February 4-5, 2019. You will learn:

  • Interpret and properly use the three core Hogan personality assessments
  • Understand Hogan’s unique measurement properties and assessment theory
  • Analyze a Hogan personality profile
  • Link assessment results to job requirements
  • Summarize development themes from a profile
  • Deliver basic Hogan feedback

Please register by January 21. You’ll have the opportunity to take the three Hogan assessments and receive a feedback session about your results.