"ETC Consult is delighted to be part of Hogan's distributor network and looking forward to promoting Hogan's products to our existing and potential clients across all sectors of the Irish economy," said Patrick Shortt, CEO at ETC Consult.

ETC Consult was established in 1983 as the psychometrics division of Owl Recruitment Limited. Since then, the firm has established itself as one of the leading providers of psychological assessments, pre-employment screening, training, and career guidance to both parts of Ireland.

"Hogan is well regarded as a global leader in assessments, and a large part of that success depends on our worldwide network of partners," said Ryan Ross, vice president of global alliances at Hogan. "With ETC Consult at the helm of Ireland's psychometric market, Hogan Assessments is excited by the enormous potential of this new found partnership."

Welcome ETC Consult!

Countless organizations use our assessment solutions to help predict workplace performance and ensure they hire the right people, develop high potential talent and evaluate leadership potential, resulting in reduced turnover and increased productivity. The Hogan Assessment Certification Workshop is a comprehensive course designed to give HR professionals the insight needed to conduct detailed interpretation and analysis of assessment results.

In 2014 the certification workshop will be offered on:

• December 3 - 4, 2013 in Atlanta
• January 21 - 22, 2014 in Seattle
• February 18 - 19, 2014 in Atlanta
• March/April 2014 in Tulsa
• May 6 - 7, 2014 in Atlanta
• June 10 - 11, 2014 in New York
• July 15 - 16, 2014 in Atlanta
• August 26 - 27, 2014 in Atlanta
• September/October 2014 in New York
• October 2014 in Las Vegas
• December 2 - 3, 2014 in Atlanta

REGISTER

• December 10 - 11, 2013 in Westbrook, CT
• March 11 - 12, 2014 in Atlanta
• September 16 - 17, 2014 in Atlanta 

REGISTER

Both programs have been approved for general credit hours toward PHR, SPHR and GPHR recertification through the HR Certification institute. In addition, the workshops have been approved by the International Coach Federation for 13 Continuing Coaching Education units.

What if you had been the head of a company your junior or senior year of college? Do you think it would have changed your career trajectory or given you more insight into leadership? That’s the idea behind Odgers Berndtson’s CEO X 1 Day. This month, the leading global executive Canadian search firm launched its program that places third and fourth year university students in the shoes of CEOs at leading Canadian organizations for one day.

By shadowing some of the biggest decision makers in Canada, CEO X 1 Day gives students “a tremendous opportunity to observe a talented CEO in action - providing them with inspiration, role modeling and a road map for their careers," said Carl Lovas, Canadian Chair at Odgers Berndtson, in a recent press release. It is “designed to uncover Canada's most promising future talent, while giving CEOs an opportunity to connect and better understand what drives this next generation of leaders,” he continued.

As part of the application process, applicants are given the Hogan Personality Inventory (HPI) and the Motives, Values, Preferences Inventory (MVPI) to assess their leadership aptitude. Characteristics factored into this aptitude include confidence, ambition, effective stress management, political savvy, values and the ability to develop new skills – all characteristics of a successful senior leader.

Throughout their one day, finalists will spend valuable one-on-one time with CEOs learning about their background, career path, and how they create value in their organization. The objective is to create a meaningful experience for both students – who will learn what it takes to be the leader – and CEOs – who will benefit from the students’ nubile and fresh perspectives as well as get a glimpse of Canada’s next generation’s up and comers.

Participating Canadian CEOs include: Elyse Allan, GE; Nitin Kawale, Cisco; Jim Gabel, adidas; Patrick Nangle, Purolator; Ellis Jacob, Cineplex; Ian Troop, Toronto 2015 Pan Am; Kirstine Stewart, Twitter; Marc Bertrand, MEGA Brands; Manon Brouillette, Videotron; Yannis Mallat, Ubisoft; and Thierry Vandal, Hydro Quebec. Performance Programs Inc., a Hogan partner, is working in conjunction with Odgers Berndtson during the applicants’ selection process.

Company Expands International Growth Into Japan, Providing Clients With Industry Leading Assessments

To support the global reach of its clients, Hogan established an industry-leading network of international partners operating in more than 40 countries across six continents.

Hogan announced a strategic partnership with Fuji Xerox Learning Institute Inc., a provider of assessment and consulting solutions in Japan.

"FXLI plans to integrate Hogan assessments into its well-established practices, such as sales effectiveness training and leadership development," said Kiyo Ogushi, corporate vice president at FXLI. "Our research-based firm, which is an active member of the Japanese testing association, will also use Hogan Assessments to support the evaluation of an individual's global outlook and for managerial development."

Founded in 1989, FXLI has headquarters in Tokyo, as well as offices in Kobe and Osaka, and employs more than 150 individuals.

"Hogan is well regarded as a global leader in assessments, and a large part of that success depends on our worldwide network of partners," said Ryan Ross, vice president of global alliances at Hogan. "With FXLI at the helm of Japan's psychometric market, Hogan Assessments is especially excited by the enormous potential of this newfound partnership."

Download a PDF of How Hogan Does Global

Reflect™ by GMAC, Powered by Hogan, a self-assessment and development tool that evaluates personal and professional soft skills imperative in today's workplace, was named a Top HR Product of 2013 by Human Resource Executive® magazine. GMAC and Hogan were honored with this distinction on Monday, October 7, 2013, at the 16th Annual HR Technology Conference & Expo's Top HR Products of 2013 Awards Luncheon at the Mandalay Bay Resort in Las Vegas.

"This is a terrific honor and wonderful acknowledgement from such a leading authority as Human Resource Executive," said Andrew Martelli, GMAC vice president, new product development. "In developing Reflect, GMAC and Hogan set out to create something not only grounded in science but also accessible with or without a facilitator, clearly presented in the language of business and directed at professionals or students looking to strengthen their soft skills to further their educational or professional aspirations."

The Top HR Products of 2013 contest aims to acknowledge the best and most innovative human resources products of the year. The editors of Human Resource Executive reviewed and assessed all submissions and product demonstrations to identify the HR industry's most groundbreaking solutions, evaluating products based on their ease of use, innovation and value added to the HR profession. Previous winners include The 7 Habits of Highly Effective People: Interactive Edition and Power Resume Search by Monster Worldwide.

Today's young professionals must be prepared with not only the technical knowledge, but also the soft skills and self-awareness that are often indicative of success in management roles. To meet this demand, GMAC and Hogan developed Reflect, the only product of its kind that combines world-class Hogan personality assessments with reporting and self-development advice tailored to the user.

"Reflect by GMAC is unique to the market," said Ryan Ross, vice president of Global Alliances at Hogan. "This solution gives today's entry-level professionals the ability to understand their strengths, identify areas for improvement and work to develop their skills proactively to perform better and start on the right path for success. We are honored to receive such recognition for the innovation it brings to the HR industry."

Reflect is an interactive, customizable competency solution available online. Reflect provides a personalized action plan, career development resources and a benchmarking section so participants can compare their scores against high-performing professionals across 14 different career paths.

"Human Resource Executive has been evaluating HR products and conducting this competition for 25 years," explained David Shadovitz, editor of Human Resource Executive. "Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation. With Reflect, Hogan and GMAC have shown how assessments can help even the most recent entrants to the workforce gain the strategic insight to guide their own careers and reach their professional goals."

Strategic self-awareness starts with a clear understanding of your assessment results. In this short video, Hogan’s consultants give viewers a basic understanding of personality and what to expect during their Hogan feedback.

It's difficult to find time to read every new piece of rersearch that could impact the I/O field. However, to be effective, it is important to stay up to date on current research. To help, the Hogan Research Division collects and summarizes important articles every quarter. Click on the authors' names for more information about the studies.

Withholding Bosses Kill Engagement
High scores on scales comprising the Hogan Development Survey’s moving-away factor are most harmful to engagement, job satisfaction, and burnout. High scores on scales comprising other HDS factors produce mixed results (Leary et al.).

CEO, Senior Executive Personalities Impact Performance
Although it is no surprise that CEO personality and the collective personality of senior executives both influence firm performance, what may be surprising is that the two act relatively independently of one another (Colbert et al.).

Virtual Harassment More Damaging Than Face-To-Face
Virtual workplace harassment (i.e., harassment via computer-based communications) can be just as psychologically damaging as face-to-face harassment, but even more so when the person doing the harassing is anonymous or from outside of the organization (Ford).

Is Too Much Creativity a Bad Thing?
All organizations need creative people, but overall levels of creativity might be less beneficial or even detrimental to large or risk-prone organizations (Gong et al.).

Values Predict Self-Starters in Ambiguous Jobs
Individual values predict how proactive employees will be on the job, but only in weak employment situations where ambiguity is high (Grant and Rothbard).

For Extraversion, Moderation is Key
When it comes to the relationship between extraversion and call center performance, individuals with moderate extraversion scores tend to do better than individuals with either low or high scores (Grant).

Shared Leadership Drives Innovation
Shared leadership within teams helps drive innovation (Hoch).

Neurotic People May Also Be Smarter
Both neuroticism and openness to experience are significantly related to certain aspects of higher level cognitive functioning (Murdock et al.).

Workplace Bullying Impacts Mental Health
Workplace bullying not only impacts performance, but also the overall mental health of employees (Nielsen et al.).

Conscientiousness More Important in Low-Level Jobs
Although generally predictive across jobs, conscientiousness may be particularly important for lower level jobs that are highly structured and less cognitively demanding (Shaffer & Postlewaite).

Dr. Robert Hogan dedicated his career to uncovering how personality factors influence leadership effectiveness and predict job performance. In this video, he discusses personality theory and assessment, identity vs. reputation, and faking.