Did you know your personality could be slimming?

In a 2010 article in the Journal of Social Psychology, Dr. Tomas Chamorro-Premuzic, vice president of research and innovation at Hogan, and colleagues examined the influence of personality information on men’s ratings of the physical attractiveness of photographs of women varying in body size from emaciated to obese.

Their results showed that personality information had a significant effect on the range of body sizes that participants judged to be physically attractive. Providing positive personality information resulted in participants rating a wider range of figures as attractive compared with the control group. Negative personality information resulted in a constricted range of figures being rated as attractive.

How else is your personality affecting your love life?

When you use one of Hogan’s assessment solutions, you can trust that it works. Hogan conducted 40 ROI studies in 2011 and 2012 for clients ranging from retail to manufacturing. Year after year, we provide empirical evidence, from increased store sales to improved organizational safety, of how our assesments impact clients’ bottom lines. Regardless of industry sector or job type, Hogan’s assessments provide a significant, long-term return on investment.

Read the overall findings of our ROI study.

Although it sounds like the plot from dozens of bad romantic comedies, recent research suggests that who you are on the inside (your personality) is more important than how you look when it comes to catching the eye of that special someone.

Hogan recently asked 1,177 participants what was most important in a romantic partner: physical attractiveness, personal style, earning potential, education, social status, or personality.

Respondents were 40.3% male and 59.7% female.

82.1% said personality was most important in a partner
5.5% said personal style
4.9% said physical attractiveness

Want to know what else we found out?

Dr. Blaine Gaddis and Ashley Palmer will speak at the Academy of Human Resource Development in Arlington, Virginia, February 14-16. They will discuss the Development of a Competency Model for Entry-Level Selection.

Hogan uses personality to forecast performance in competencies critical for entry-level jobs. Using job analysis evidence and existing research, Blaine and Ashley identified competencies required for success in entry-level jobs and developed algorithms to predict performance. They will present meta-analysis results validating the utility of these competency algorithms for selection into entry-level jobs during their discussion.

Good leadership is critical for business success. Yet, few people agree on what constitutes good leadership. In this video, Dr. Robert Hogan outlines the four characteristics of good leaders.

Hogan’s global network empowers us to provide assessments on six continents, in 43 languages and 56 countries. Hogan partner Peter Berry Consultancy discusses our position in the global HR market.

Ryan Ross and Jocelyn Hays will present at the 2013 Innovations in Testing Conference in Ft. Lauderdale, February 3-6. The conference fosters innovation by showcasing the latest technologies and encouraging relationships among the diverse group of attendees.

Innovations in Leadership Assessment: Research, Instrumentation, and Technology
This session will explore innovations in leadership assessment from several standpoints including: technology innovations that have provided accessible and affordable leadership assessment, research of evidence-based assessment practice opportunities leveraging longitudinal needs analyses and validation results, and a review of trends in leadership derailment and impacts on organizational effectiveness.
Ryan Ross, Vice President of Hogan Global Alliances 

Developing Model Request for Proposal (RFP) Guidelines for the Assessment Industry
This panel discussion will feature perspectives from both assessment providers and firms that use assessments regarding the RFP process, how it can be standardized, and how we might move forward with developing appropriate process guidelines.Innovations in Leadership Assessment: Research, Instrumentation, and Technology.

Pre-Employment Assessments: Expanding the Scope beyond Employee Selection
This session will explore the use of assessments for purposes beyond employee selection and audiences beyond job candidates and incumbents. 
Jocelyn Hays, Hogan Consultant 

Hogan’s scientific foundation and commitment to research distinguishes us from the competition. Each year, Hogan and our affiliates publish works that contribute to the knowledge and development of the Hogan assessments and the field of personality and psychology. These publications build the Hogan brand and allow us to better serve our clients worldwide.

Hogan employees work to promote our brand through publishing in well-known academic outlets and presenting at professional conferences. Also, we leverage the Hogan Academic Network, a group of researchers, professors, and students across the globe, to disseminate Hogan-related research through theses, dissertations, and peer-reviewed journals.

Be sure to check out this past year’s Hogan-related publications and presentations. Make sure you click through to access our white papers and ebooks!

Perfectionists have plenty of qualities that make them assets to any organization. However, the same attributes that can be strengths in most situations can be disruptive when an individual is overwhelmed or facing increased stress. Understanding that perfectionism is a complex characteristic that can lead to both positive and negative outcomes in the workplace is a crucial step in managing a perfectionist’s performance. 

In this article, Ryan Ross, vice president of Global Alliances at Hogan, outlines the three types of perfectionists, how perfectionists are viewed by others in the organization, and how to manage them.