Our personality assessments are designed with usability and readability in mind. To evaluate the accessibility of our assessment portal, we partnered with a vendor called Accessible Web. This vendor employs specialists who are certified by the International Association of Accessibility Professionals. Accessible Web audited our assessments on our legacy portal, HALO, for conformance with the Web Content Accessibility Guidelines (WCAG) version 2.1, level AA.

Adhering to the WCAG 2.1 AA guidelines helps provide access to our assessments for users with visual, auditory, physical, cognitive, language, learning, and neurological disabilities. Content that conforms to these criteria is also more user-friendly, in general, leading to a better assessment experience for everyone

Hogan takes a proactive approach to safeguarding the confidentiality of all information. We use a variety of industry-standard administrative, physical, and security technologies and procedures to help protect personal information from unauthorized access, use, or disclosure. Hogan is committed to the security, availability, confidentiality, and processing integrity of all information collected, regardless of location.

Hogan maintains an information security and privacy program consistent with industry standards, which includes appropriate administrative, physical, and technical safeguards to a) maintain and protect against anticipated threats or hazards to the security, privacy, confidentiality, and integrity of data; and b) protect against any security incident. Additionally, Hogan has undertaken thorough GDPR readiness and impact assessments to ensure the proper policies and procedures are in place for compliance.

  Data will be retained by Hogan 1) for as long as the Controller or Processor is a client of Hogan, 2) until the data is requested to be deleted by the Controller, Processor, or Data Subject, or 3) until the data is no longer necessary.

RELIABILITY

On an individual level, research shows that personality is stable. Although an individual’s scores may fluctuate slightly over time, significant shifts in HPI and HDS scores are rare and usually the result of careless responding. However, on an aggregate level, the average levels of HPI and HDS scale scores may change over time. For example, the average level of the HPI Sociability scale may be higher now than 20 years ago, indicating that, on average, people are more social now than then. To account for these changes, Hogan consistently monitors and maintains assessment norms to ensure that they reflect current functioning in intended populations. Because personality is stable, and because Hogan maintains norms to reflect current functioning, client respondents need not retake inventories.

The Hogan Assessment process has been well proven as a valid, consistent, and reliable measure. Crucially, research has shown that such assessments are predictive of performance in the workplace (Hogan, 2021; Furnham et al., 2013).

The predictive validity of the Hogan Personality Inventory (HPI) is . 29 for predicting performance across job families. However, when the HPI is combined with the Hogan Development Survey (HDS) and Motives, Values, and Preferences Inventory (MVPI), that number jumps to . 54.

NORMS

Unlike other assessments that are normed on samples of only a few hundred cases, Hogan collects comprehensive normative data to ensure that our assessments accurately represent intended populations. However, for summary purposes, the global normative sample sizes for each of the Hogan assessments are as follows:
HPI: N = 144,877
HDS: N = 67,614
MVPI: N = 48,267

For all assessments, Hogan conducts stratified random sampling to ensure that assessment norms represent intended populations. To create accurate norms, Hogan obtains workforce estimates from relevant sources (e.g., Department of Labor, Equal Employment Opportunity Commission), and samples normative data to match these estimates. In this way, Hogan ensures the norms apply across occupational (e.g., job families, industry sectors), demographic (e.g., age, gender, and ethnic groups), and other (e.g., selection vs. development application) groups.