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!

Talk of personal branding on social platforms is rampant. Rarely, however is there mention of how a personal brand can affect engagement at work.

Employee engagement refers to the rational and emotional commitment one has to various aspects associated with the organization where he or she works. An employee’s commitment level translates into discretionary effort and intent to stay, which both affect organizational performance. Additionally, employee engagement is associated with job commitment, lack of burnout and well being. As Dr. Robert Hogan attests, “when employees are engaged, they like their jobs, they work hard at their jobs, they take initiative, and they show loyalty.”

When you brand yourself effectively within a company culture, co-workers and supervisors will have a clearer and more concise understanding of what it takes for you to be successful. Accurately projecting who you are to others will give them the necessary information to help you along the way. Even if they're well-intentioned, peers and supervisors cannot contribute to your engagement or success if they do not have a clear picture of your personality traits and motives. 

How can one take control of one’s personal brand and intentionally portray it favorably every day? It all starts with self-knowledge, which is a basic necessity to building your personal brand. Managing your reputation within an organization can only arise from strategic self-awareness.

Here are 3 ways to accurately define and project your personal brand at work.

Define it Simply

Identify what your three core brand attributes are. You should be able to fit them on a Post-it. Start by collecting feedback on how co-workers describe you, your strengths, your development opportunities and some of your top drivers.

Convey it Clearly

Project yourself in a concise manner. Mixed messages will confuse others. Focus on sending out a clear message of how you like to get things done, what makes you get those things done and why you do the things you do in a compact way.

Project it Confidently

Establish yourself as an expert in a relevant field. Once you show competence, you can more easily create a confident presence and build credibility. Become a good source of knowledge for others in a specific area and take control of disseminating that information. By sharing your expertise others will become more aware of what engages you.

If you are not feeling engaged at work, consider what image you are projecting to others.  Sharply defining your personal brand could be a step in the right direction.

Talk of personal branding on social platforms is rampant. Rarely, however is there mention of how a personal brand can affect engagement at work.

Employee engagement refers to the rational and emotional commitment one has to various aspects associated with the organization where he or she works. An employee’s commitment level translates into discretionary effort and intent to stay, which both affect organizational performance. Additionally, employee engagement is associated with job commitment, lack of burnout and well being. As Dr. Robert Hogan attests, “when employees are engaged, they like their jobs, they work hard at their jobs, they take initiative, and they show loyalty.”

When you brand yourself effectively within a company culture, co-workers and supervisors will have a clearer and more concise understanding of what it takes for you to be successful. Accurately projecting who you are to others will give them the necessary information to help you along the way. Even if they’re well-intentioned, peers and supervisors cannot contribute to your engagement or success if they do not have a clear picture of your personality traits and motives.

How can one take control of one’s personal brand and intentionally portray it favorably every day? It all starts with self-knowledge, which is a basic necessity to building your personal brand. Managing your reputation within an organization can only arise from strategic self-awareness.

Here are 3 ways to accurately define and project your personal brand at work.

Define it Simply

Identify what your three core brand attributes are. You should be able to fit them on a Post-it. Start by collecting feedback on how co-workers describe you, your strengths, your development opportunities and some of your top drivers.

Convey it Clearly

Project yourself in a concise manner. Mixed messages will confuse others. Focus on sending out a clear message of how you like to get things done, what makes you get those things done and why you do the things you do in a compact way.

Project it Confidently

Establish yourself as an expert in a relevant field. Once you show competence, you can more easily create a confident presence and build credibility. Become a good source of knowledge for others in a specific area and take control of disseminating that information. By sharing your expertise others will become more aware of what engages you.

If you are not feeling engaged at work, consider what image you are projecting to others.  Sharply defining your personal brand could be a step in the right direction.

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. 

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. 

What makes a great job? Is it better benefits, flexible hours, or the promise of promotion? Maybe it’s all about the money. Hogan asked nearly 1,000 professionals to tell us about their ideal job. Here’s what they said.

What makes a great job? Is it better benefits, flexible hours, or the promise of promotion? Maybe it’s all about the money. Hogan asked nearly 1,000 professionals to tell us about their ideal job. Here’s what they said.

Drs. Joyce and Robert Hogan were among the first voices to advocate personality assessment as a valid predictor of workplace performance. Twenty-five years later, Hogan is the leading provider of personality assessments.

This is our story.

Dr. Tomas Chamorro-Premuzic is now vice president of research and innovation at Hogan. In this role, he will work to ensure that we remain on the cutting edge of the personality assessment industry by directing new product research and driving continuous innovation.

"We are excited to welcome Dr. Chamorro-Premuzic to the team," said Dr. Robert Hogan, founder and president of Hogan. "We have hired one of the most talented and productive young personality psychologists working today."

Widely recognized as an international authority on personality and psychometrics, Chamorro-Premuzic has published six books and more than 100 scientific papers. He also received recognition and awards from the American Psychological Association and the International Society for the Study of Individual Differences.

Chamorro-Premuzic frequently appears in the media to offer psychological expertise on a wide range of topics. He has an extensive broadcasting career, including more than 200 media appearances, including more than 70 television appearances for networks such as the BBC, CNN and Sky News. He is also a regular keynote speaker for the Institute of Economic Affairs and an Associate to Harvard's Entrepreneurial Finance Lab.

In addition to his new role, Chamorro-Premuzic is currently Professor of Business Psychology at University College London (UCL), where he researches, teaches and consults on a variety of issues concerning talent management and the psychology of human capital. He also served as visiting professor at New York University and the London School of Economics.

"I am excited about joining the Hogan team," said Chamorro-Premuzic. "Together, we will continue Hogan's legacy of setting the highest standards in personality assessment around the world."

Dr. Tomas Chamorro-Premuzic is now vice president of research and innovation at Hogan. In this role, he will work to ensure that we remain on the cutting edge of the personality assessment industry by directing new product research and driving continuous innovation.

“We are excited to welcome Dr. Chamorro-Premuzic to the team,” said Dr. Robert Hogan, founder and president of Hogan. “We have hired one of the most talented and productive young personality psychologists working today.”

Widely recognized as an international authority on personality and psychometrics, Chamorro-Premuzic has published six books and more than 100 scientific papers. He also received recognition and awards from the American Psychological Association and the International Society for the Study of Individual Differences.

Chamorro-Premuzic frequently appears in the media to offer psychological expertise on a wide range of topics. He has an extensive broadcasting career, including more than 200 media appearances, including more than 70 television appearances for networks such as the BBC, CNN and Sky News. He is also a regular keynote speaker for the Institute of Economic Affairs and an Associate to Harvard’s Entrepreneurial Finance Lab.

In addition to his new role, Chamorro-Premuzic is currently Professor of Business Psychology at University College London (UCL), where he researches, teaches and consults on a variety of issues concerning talent management and the psychology of human capital. He also served as visiting professor at New York University and the London School of Economics.

“I am excited about joining the Hogan team,” said Chamorro-Premuzic. “Together, we will continue Hogan’s legacy of setting the highest standards in personality assessment around the world.”