Our ability to give a view on candidate’s fit with an organisation’s values has increased significantly with the introduction of the Hogan Personality Inventory. The motives, values an
d preferences inventory, used alongside the personality inventory and the development survey not only provides a view of the candidate’s potential, but also assesses blind spots and risk factors and, importantly, their values and drivers.
The assessor is then able to provide a view about the organisational implications of the candidate’s likely behaviour from different perspectives and the degree of fit with the organisation’s values.
We have provided personality assessment alongside work-based exercises to support senior and clinical appointments in the NHS for 15 years. As the focus has shifted towards evaluating candidate’s values we have started to relate the psychometric personality assessment with the organisation’s values.
The ability to use the Hogan instruments is a significant step forward as we are able to do that from a firm research base. Recently we have used the instruments with people that we know well and have seen a very accurate picture provided by the personality inventory. The inventory will provide a perspective on the applicant’s interpersonal style that may not be seen in other aspects of an assessment process and will provide rich information for exploration at final interview.
If you would like to know more about this inventory, please contact Viv Walton on 07860 361252 or at viv.walton@deardensearchselect.co.uk.