Hogan for Graduate Selection, Development and Team Building

Hogan assessments have been used extensively within Australia and globally for graduate selection, development and team building. There are four assessments that are commonly used with graduates; these include the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), the Motives, Values, Preferences Inventory (MVPI) and the Matrigma.

 
Together these four assessments provide comprehensive information for your organisation about the strengths, potential derailers, fit to the organisational culture, individual drivers and motivators, and cognitive ability of a potential or existing graduate. Research has shown that using the HPI scales for job aligned performance criteria is a better predictor of job performance than many other commonly used selection methods, including structured and unstructured interviews, integrity tests and situational job interviews (Hogan & Holland, 2003). In addition, combining a valid and reliable personality assessment with a general mental ability measure is a good predictor of potential job performance (Schmidt & Hunter, 1999).

With Hogan being a leading provider of well validated, highly reliable, well researched psychometric assessments, organisations can feel confident that implementing one, two, three or four of the assessments will help them reduce turnover, increase productivity and get the right applicant for the organisation the first time around.

PBC and Hogan Assessment Systems have been conducting a longitudinal research looking at graduate selection and development in Australia. This research seeks to identify:

a)    Common personality profiles and values of graduates between industries and job types

b)    Typical challenges when starting a  graduate program

c)    Profiles and values of graduates who stay with the organisation after the cessation of their graduate program

d)    The core competencies that best predict graduate success

To access research findings of the first stage of the research project, please click on: Graduates in Australia White Paper

“Hogan’s profiling is an integral part of our graduate recruitment and selection strategy at BDO (SA) Pty Ltd.  Combined with other recruitment tools, it adds value through science and objectivity and provides us with the confidence to make informed decisions”.

Georgia Harrison
Human Resources Manager
BDO Kendalls
 
  
_________________________                     

“Three Hogan inventories, the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) were used for graduate team building and development at Fuji Xerox. The HPI, HDS and MVPI provided comprehensive and valuable information about the graduates’ individual strengths and opportunities, as well as the team dynamics that existed within the group. This information was not only useful to the graduates themselves but also to their immediate managers for onboarding, developing and managing our graduates going forward”.

Evelyn Lo
Organisation Development Consultant
Fuji Xerox

_________________________

                                                   
Three Hogan inventories, the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI) were used for graduate recruitment at Perpetual. The information gleaned from these inventories allowed us to explore potential cultural fit, particularly with regard to the alignment of the values between the graduates and our organisation. The "Career Builder" report is also a helpful resource to support the provision of feedback to our candidates, enhancing their self-awareness with regard to strengths and areas for improvement.

Molly Nicholson
Organisation Development Consultant
Perpetual

_________________________