Hogan at SIOP 2019

I-O experts from Hogan’s Research and Consulting divisions will showcase advances in personality research during an impressive 19 sessions, symposia, panel discussions, practice forums, and poster sessions at the 34th Annual SIOP Conference in Washington DC, April 4-6. Visit us at booth #303. #hoganatsiop

Thursday, April 4

12:00pm

Understanding Curvilinear Relationships in Selection Research and Practice

Chesapeake A-C

Understanding how individual characteristics influence various organizational outcomes, particularly in curvilinear fashion, is crucial for selection research and practice. Five studies are presented that utilize a variety of methods to demonstrate curvilinear relationships between individual characteristics and organizational outcomes. Findings are discussed in a scientist–practitioner framework.

Kimberly Nei, Michael Tapia, Matt Lemming, Karen Fuhrmeister

12:00pm

I Can See Clearly Now: Transparent Talent Management Practices

Chesapeake G-I

Organizations struggle with issues of transparency and talent management practices. Surveys show a mix of practices in terms of disclosure of talent management metrics. More evaluations of transparency are needed to help guide future transparency decisions. This symposium outlines the intermediate-level impact of several talent management practices where transparency was a conscious decision.

Jocelyn Hays

12:30pm

A Longitudinal Examination of How Learning Agility Impacts Future Career Success

Prince George’s Exhibit Hall D

The relationship between learning agility, and performance and learning over time was examined among 78 global leaders. Findings show a significant relationship between learning agility and performance (p < .01) and learning agility and learning (p < .01), but not the rate at which these factors changed over time. These results demonstrate partial support for the hypothesized relationships.

Erin Laxson

1:30pm

Mobile Assessments: Big Considerations for Small Screens (Demo & Discussion)

Chesapeake 7-9

Recent research would suggest that the majority of job searches are originating from mobile devices, often leading to the completion of an application, assessment, or even interview through their smartphone or tablet. Assessment vendors will discuss their recent practical research and strategies for the use of mobile assessments, and opportunities, challenges, and future directions.

Jennifer Lowe

4:30pm

Darkness Around the Globe: Cross-Cultural Differences in Moving Against, Away, and Toward

Prince George’s Exhibit Hall D

Using a geography of personality model, authors use SEM and path analyses to find the degree to which a three-dimensional derailment model of moving away, against, and toward others is transportable across the globe. Using a sample of 26 countries (N = 65,426), authors establish the universality of a dark personality framework and show how characteristics vary across cultural norms and values.

Dan V. Simonet, Kimberly Nei, Brandon Ferrell

4:30pm

Using Personality to Predict Truck Driver Performance

Prince George’s Exhibit Hall D

Authors present two studies demonstrating the value of personality’s role in selecting truck drivers across the transportation industry. These studies focus on relationships between personality and (a) job analysis ratings for truck drivers and (b) overall job performance using meta-analysis. Results suggest that multiple personality scales are important and predictive for truck driver selection.

Matt Lemming, Burkhart Hahn

4:30pm

Using Bright and Dark Side Personality to Predict the Managerial Hierarchy

Prince George’s Exhibit Hall D

Personality similarities exist in the managerial hierarchy, as supervisors advance into manager roles who eventually lead the organization. Using job family meta-analyses with overall job performance, authors investigated bright and dark side personality differences across three managerial job levels. They provide practical implications and discuss areas for future research.

Matt Lemming, Burkhart Hahn

Friday, April 5

8:30am

The Effects of Leader-Follower Relationship and Humor Style on Job Satisfaction

Prince George’s Exhibit Hall D

Authors examined positive humor styles (affiliative and self-enhancing) and group (in-group and out-group membership) and their effects on job satisfaction. Results showed a significant difference between group membership on job satisfaction but no significant difference between humor styles. An interaction between humor styles and group membership was not supported but a main effect was found.

Cody Warren

12:00pm

Job Analytic Comparisons of Sales, Sales Managers, and Leaders Competencies

Prince George’s Exhibit Hall D

This study used data-driven best practices to identify the most critical competencies for three job families: sales, sales manager, and leader. Although subject matter experts rated some competencies as critical across the job families, key competencies were unique to each job family.

Cody Warren, Kimberly Nei, Karen Fuhrmeister

1:00pm

Avoiding Personalized Charismatics: The Incremental Value of Humility over the FFM

Prince George’s Exhibit Hall D

Personalized charismatic leadership (PCL) is known to be particularly toxic to organizations and employees. Humility and the Five-Factor Model (FFM) characteristics were explored as predictors of PCL. Not only did the FFM characteristics largely predict PCL, but humility offered incremental validity, demonstrating the value of including humility in selection criteria.

Dena Rhodes, Georgi Yankov

3:00pm

Challenges Faced by the Testing Industry: Current Trends and Looking into the Future

Potomac 1-2

This session discusses challenges faced by the testing industry (technology, globalization), how the industry is adapting, and future opportunities for applied research. The panel includes applied researchers who discuss how the testing industry is responding to current shifts in assessment methods, future trends that will shape the industry, and implications for I-O professionals.

Kimberly Nei

4:00pm

Honestly, I Have Made Mistakes. But I Have Learned from My Mistakes

Chesapeake D-F

This session will build I-Os identity as a body of professionals who are trying to do the right thing but occasionally fail. I-O practitioners will share mistakes they have made and what they have learned from these situations. Each real-life experience will be framed with the scientific background, the presenting problem, the outcome, and a description of the insight gleaned from the situation.

Robert Hogan

Saturday, April 6

11:30am

How to Coach as an I/O Psychologist (and Whether You Should)

Chesapeake 4-6

This session will present research and experience, grounded information, advice, and recommendations on coaching for I-O academic and applied practitioners who are considering coaching, whether as a new career path or in addition to a full-time job. Topics will include the current landscape of coaching, exercising the scientist–practitioner model, barriers to entry, money, and how to get started.

Karen Fuhrmeister

12:00pm

The Impact of Extreme Responding on Sliding Scales

Prince George’s Exhibit Hall D

Authors explore whether individuals who use sliding scales are likely to resort to extreme responding (ER) techniques. Some ER may reflect genuine individual differences; however, research suggests those who use ER are attempting to conserve resources and/or manage others’ impressions. They investigate how ER may influence personality, performance, and relationships between variables.

Dena Rhodes

12:30pm

Toothless Shark Tank for I-O Psychologist Entrepreneurs IV

Maryland D

I-O psychologists who want to commercialize their knowledge often need feedback from experienced folks who understand both the science and the business of I-O psychology. Using a format similar to the popular TV show, this session will improve upon the tradition from previous conferences by preselecting and coaching entrepreneurial I-Os to pitch their ideas to legendary I-O entrepreneurs.

Robert Hogan

1:00pm

Robust Importance and Personality Predictors of Ethical Behavior Across the Workforce

Prince George’s Exhibit Hall D

The organizational literature takes for granted the broad importance of ethical behavior in the workforce. Authors examined job analysis results for 563 organizations from across the globe to provide empirical evidence of the robust criticality of ethics. They then meta-analyzed local validation studies to identify general personality-based predictors of important ethical behaviors.

Chase Winterberg, Kimberly Nei

3:00pm

Building a Competency Taxonomy: A Personality-Based Cluster Analytic Approach

Prince George’s Exhibit Hall D

To understand the underlying structure of common workplace competencies, authors analyzed personality predictor–competency criterion validity coefficients using hierarchical clustering. A 2-level, 4-domain, and 8-subdomain competency framework was uncovered. Uses and implications of such a competency framework are interpreted and discussed.

Brandon Ferrell, Kimberly Nei, Steve Nichols

3:00pm

Using Personality to Predict Stress Tolerance in Sales Personnel

Prince George’s Exhibit Hall D

Stress tolerance differs from person to person and is an important component of sales performance. Using synthetic meta-analyses of job components, authors investigated personality relationships with stress-related competencies rated important for performance. They provide practical implications and discuss areas for future research on personality’s impact on how sales people handle job stress.

Michael Tapia, Matt Lemming, Kimberly Nei, Karen Fuhrmeister

3:00pm

Content Analysis of Adverse Impact Litigation in Selection and Promotion: 2010-2018

Prince George’s Exhibit Hall D

Employment disputes cause organizations to incur enormous legal costs. Notwithstanding psychometric quality, it is useful to know which practices are more likely to be the subject of legal challenge. A content analysis of adverse impact litigation in the U.S. was conducted to assess the rate at which various selection and promotion procedures lead to legal action and the outcomes of such cases.

Chase Winterberg, Michael Tapia, Kirby Hockensmith

Time is running out to register for RELEVANT´s JAM SESSION in Frankfurt, Germany, at a discounted price of EUR 79 plus VAT. The early-bird registration is open until February 28, with the price increasing to EUR 99 plus VAT on March 1.

The event, hosted by RELEVANT Managementberatung, an authorized Hogan Assessments distributor from Germany, will be held on July 4 and will also feature presentations by corporate and consulting experts. Moreover, they will welcome Dr. Robert Hogan as well as Hogan CEO, Dr. Scott Gregory, as special guests who will also be on stage.

RELEVANT’s interactive session, “New Leadership? Authentic in Turbulent Times,” provides the opportunity for all RELEVANT customers, partners, and friends to come together, learn from case studies, and discuss how leadership in times of continued transformation might change, how it affects managers, and how managers can be supported addressing turbulent times in a way that is true to their personality.

Space is limited, so register here today! 

The Middle East and Africa Association of Test Publishers (MEA-ATP) held their inaugural conference entitled “Education Technology in the Middle East and North Africa: Unlocking Student Potential,” in Abu Dhabi on January 28-30. As a gold sponsor, Hogan sent now-former CEO Scott Gregory, Senior Consultant Darin Nei, and Director of Asia Pacific Business Development, Krista Pederson to attend and present on various topics along with several of Hogan’s distributors in the region, including Career Connections in Kenya, Mentis in the UAE, UK, and Thailand, Baltas in Turkey, and JvR Africa in South Africa.

Scooping up the first speaking session of the day, Scott and Krista presented Hogan’s take on using personality to assess General Employability, while Madeleine Dunford of Career Connections, and Andrew Salisbury of Mentis, followed by sharing Hogan case studies.

During the next session, Darin and Scott discussed the merits of Competencies and how Hogan maps them, while Nicola from JvR Africa, and Ekin Capar from Baltas, shared Hogan competencies case studies from South Africa and Saudi Arabia.  Hogan Distributor JvR Africa also made an additional three presentations across the course of the conference.

Some strong themes from the conference included Technology and how to use technology to further advance the assessment market in education and all other fields; General Employability, especially the need to assess student graduates and other entry level employees on this; and Education Assessment, and how to use assessment to promote further development of the field of education. During the conference, Senior Officials from the UAE announced the launch of MESA, the Moral Education Standardised Assessment, becoming the first nation to implement standardized testing for moral education.  

Hogan is a long-time sponsor of the Association of Test Publishers (ATP), supporting various events across the word including the main “Innovations in Testing” conference each year in the US; the E-ATP conference held in Europe each year; and smaller events organized by the Asia-ATP steering board. 

Whether getting Hogan certified is one of your New Year’s resolutions or something you’ve been planning to cross off your bucket list, there are several Hogan Assessment Certification Workshops planned throughout the United States in 2019. By completing this two-day program, you will be able to administer and interpret Hogan’s three core assessments: the Hogan Personality Inventory, the Hogan Development Survey and the Motives, Values, Preferences Inventory.

If you are already Hogan certified and want to hone your feedback skills, you should consider registering for the Hogan Advanced Feedback Workshop, previously known as Hogan Level 2 Certification. This one-day workshop was designed for practitioners who want to receive more extensive instruction and opportunities to practice delivering effective feedback.

In addition, Hogan certified users can now register for the newly-developed Hogan Advanced Interpretation Workshop. This one-day workshop was designed for practitioners who want to gain more advanced instruction and practice on how to interpret Hogan assessment profiles. Attendees will also gain a deeper understanding of how to extract maximum interpretive value from Hogan scales and subscales.

The workshops will be offered in multiple cities across the United States throughout 2019, with the advanced workshops occurring on the third day. Participants can complete the Hogan Assessment Certification Workshop during the first two days with the option to attend either the Hogan Advanced Feedback Workshop or the Hogan Advanced Interpretation Workshop on the third day. Each of the two, one-day advanced workshops are also available upon request for those who have previously completed the Hogan Assessment Certification Workshop. Hogan certified users can email training@hoganassessments.com to register for an advanced workshop separately.

Click here to learn more about Hogan’s three certification programs.

At Hogan, we work with organizations every day to help them identify effective leaders using a data-driven approach leveraging the predictive power of our personality assessments. To ensure our services are the best in the business, we have spent decades studying successful and failed leaders.

Our data show that three psychological factors have a profound influence on leadership effectiveness: charisma, narcissism, and humility. Charismatic and narcissistic CEOs have plagued organizations for decades. However, their strong political skills and ability to stand out from the rest of the pack have helped them emerge as leaders within their organizations. On the other hand, humble leaders often go unnoticed, largely because they focus primarily on their teams and not drawing attention to themselves, but research shows they are more likely to be effective leaders.

Join Ryne Sherman, chief science officer of Hogan Assessments, for a webinar hosted by Talent Quarterly 10 am EST on Monday, February 14 as he discusses these three leadership qualities and why “The Charismatic CEO is Dead.” Register here!

Over the years, we’ve discovered growing enthusiasm for identifying leadership potential, since talented leaders drive success. Unfortunately, many organizations make a critical mistake at the very beginning of the process – they don’t define potential in a way that leads to the selection of strong leaders.

Through our decades of research, we’ve found the person who draws attention to himself and performs well at his role may turn out to be a dud as a manager. And those who might perform best at the role might never get the opportunity to lead since they focus on their job and don’t draw attention.  

The Hogan High Potential Talent Report can help. This new video will walk you through the process, from our streamlined definition of success to personality characteristics of effective leaders.

The trend toward Big Data shows no signs of slowing down, as businesses, organizations, and governments continue incorporating new technology in the race to collect an almost unfathomable amount of information. But a more critical problem remains – what do you do with all that data? How can you find something useful within?

In this video, Ryne Sherman, Chief Science Officer at Hogan Assessments, discusses how Hogan has embraced Big Data from the very beginning in order to study one of the most complex subjects of all – the human mind.

*This article was originally published on November 2 by People Matters.

Agility in leadership is about the ability to effectively balance factors that drive organizational performance at a rapid pace. But does moving quickly, integrating data, and engaging staff really require a different type of leadership?

The leadership consulting industry loves catchphrases. Popular ones include transformational leadership, servant leadership, boundless bravery, coherent confidence, learning agility, grit, and now agile leadership. These are all superfluous words consultants use to keep their work current in the eyes of consumers.

The challenge with all these phrases is the majority are just a repackaging of what we have known for a long time: personality predicts leadership performance. The lens through which personality is viewed – and the buzzwords – can change; but in the end, personality is just that: personality.  

This brings us to “Agile Leadership”, which some describe as the ability to effectively balance factors that drive organizational performance (i.e. people, processes, and innovation) at a rapid pace. Sure, information is flowing at faster rates than ever before, and leaders are being asked to integrate all of this into real-time decisions. But does moving quickly, integrating data, and engaging staff really require a different type of leadership? Although the evidence-based answer is still pending, our preliminary findings suggest that the majority of high-potential leaders simply need the organization’s environment to change. Many of these leaders are already fighting what McKinsey describes as the “machine organization.” Specifically, their goal is to introduce a new mindset of collaboration, new technology, less structure, and higher team engagement — but most have to fight against their organization’s old-fashioned ways. 

We believe the discussion should not just focus on digitization and the speed of change. Equally important to the debate is the need for strategic self-awareness — the ability to be introspective while listening to outside opinions of oneself. A stronger focus on self-awareness is the underpinning of true agility. The characteristics of great leaders include the ability to understand how they view themselves, and how that aligns or departs from how others view them. Accordingly, leaders like those at ING, Pixar, Alibaba, and Walmart would be appropriately described as having agility. 

Three things can occur to help drive leadership agility in organizations. First, recognition that many leaders have the necessary characteristics to survive in the digital world; they just need to be unleashed. Second, that organizations, not so much the people in them, need to change structures to tear down silos. Third, using valid personality measures can facilitate the awareness that current and future leaders need in order to keep the concept of agility top of mind.

Agile leadership is important, but it is not new. It is just being rediscovered. The emphasis must be put not only on the individual, but also the organization. Some organizations are so stuck in the past that agile leaders waste most of their energy fighting history. So, let us not get so awestruck by a new phrase that we forget the basics of effective leadership — to build and maintain high-performing teams. Industry buzzwords will continue to change, and in 2019 there will undoubtedly be a new catchphrase that enamors organizations. However, what won’t change are the tenets of leadership that translate to organizational success, and those can be measured using valid personality assessments. 

A recent article in the Washington Post described a new service from a company called Predictim that claims to help people find the perfect babysitter. The service scans the would-be sitter’s entire Facebook, Twitter, and Instagram history, then uses recent advances in personality and data analytics to assess four “personality features” — propensity toward Bullying / Harassment, Disrespectfulness / Bad Attitude, Explicit Content, and Drug Abuse.

At face value, this type of service has merit. There is a plethora of recent research demonstrating that social media profiles and word use on Twitter reflect the personalities of their users. Thus, it is sensible to think you could combine social media profiles and behavior to predict how a person might behave on the job.

However, these services ignore a long history of research showing that people strongly respond to incentives and will modify or even falsify their responses to succeed. This is a major problem, not just for Predictim, but for any service offering to evaluate someone’s work potential on the basis of their social media pages. Let me explain.

In the mid-2000’s, many employers started using text-searching programs to quickly sift through resumes. This worked just fine until savvy applicants found ways to stuff their resumes with keywords. A simple tactic was to put loads of keywords typically used by employers to select candidates in their resume in white font. When printed, the white font is undetectable to the human eye (on white paper, of course). However, the computers slogging through resumes picked up all of those keywords hidden on the resume, increasing the applicant’s chances of being selected.

Today, text-searching technology has gone beyond keyword-only searches to use natural language to weed out such strategies. However, the point is not about resume stuffing. The point is job applicants strongly respond to incentives and will try to trick or cheat the system to get selected.

In 2013, researchers demonstrated that “Liking” curly fries on Facebook was associated with higher IQ scores. However, as this curious finding made its way through the media, the relationship quickly disappeared; liking curly fries no longer predicts IQ scores. People thought they would appear smarter if they liked curly fries on Facebook, so everyone started liking them, eliminating the relationship.

Which brings us back to choosing babysitters via social media analysis. Virtually all the research mentioned in the opening paragraph demonstrating that personality is linked with social media usage was done in a context in which the people being studied had no incentive to be dishonest. However, when people know their social media profiles are being used to measure their intelligence and select them for jobs, they will start gaming their social media profiles to beat the system. If there is an incentive to have a “clean” social media profile, people will have them.

In fact, many people already have both “professional” and “personal” Facebook accounts. Which account do you think they submit to a potential employer who asks? Which Instagram account will the potential babysitter send to parents?

With employers using social media records to make personnel decisions, the stakes of social media use have become much larger. When careers are at stake, people will carefully cultivate social media profiles to maximize their chances of getting the job. If employers continue to do this, services that specialize in creating sanitized social media accounts for job applicants will emerge. How will employers combat these services? How will firms that assess personality via social media know that the profile they are getting is the real “Risky Rebecca” and not the professionally cultivated “Responsible Rebecca?”

Faking is a common problem in the personnel selection industry, though traditional personality assessments based on questionnaires tackled this issue long ago. Simply put, faking a questionnaire-based personality assessment is extremely difficult and many people who try to fake on such assessments get worse job-fit scores than they would have gotten if they had simply answered honestly. Faking a social media-based personality assessment is much easier, as you just need to keep content positive and to a minimum. If social media analysis companies cannot solve the faking problem, it will quickly put an end to their business model.

Nicole Neubauer, CEO of metaBeratung, an official Hogan distributor in Europe, was recently featured at Rethink! HR Tech Europe in Berlin along with members of her team. Neubauer presented on the importance of valid assessments during the conference.

The event, attended by more than 150 CHROs and HR decision-makers from renowned European companies such as Siemens, Daimler, and SAP, is considered one of Europe’s leading HR summits.

Presenting alongside Neubauer was Lidija Sljeric, senior talent manager at Mondi AG. Over the past two years, metaBeratung has worked alongside Mondi to implement new, cutting-edge processes for employee selection and development by integrating Hogan’s assessments. The project’s success was directly responsible for the selection of Neubauer and Sljeric as featured presenters at the event.

“Rethink! HR Tech Europe offered us the perfect venue and audience to talk about the work we have undertaken with our friends at Mondi,” said Neubauer. “The need for valid personality assessment in the workplace has never been greater, and this provided us with an opportunity to share that message with some of Europe’s leading HR executives.”

Also attending were Neubauer’s Director, Simone Pelzer, and Associate, Kerstin Danzl, who represented metaBeratung’s booth at the event. By doing so, the two helped the company project a strong presence among an international audience of key influencers in the HR industry.

“I’m so fortunate to have such a talented and vibrant team that works tirelessly to accomplish our goal of improving the European workforce,” said Neubauer. “But most importantly, they understand how to have fun throughout the process. That’s what makes my job so rewarding.”

Rethink! HR Tech Europe allowed CHROs and other HR executives to discuss key industry topics, share knowledge, create new partnerships, and identify opportunities for their business. Key topics featured included HR Digitalization, HR Technologies, recruitment, agile change management, and more.