Assessments that can predict employee success? This US company makes it a reality. During Unleash World 2023, Recruitment Tech spoke to Allison Howell, vice president of market innovation at Hogan Assessments based in Tulsa, US. ‘Our solutions have no bias,’ Howell says in a video interview.
75% of clients come from the Fortune 500
“Our assessments are used for selection, leadership development, high potential success planning,” says Howell of Hogan Assessments. “All phases of the employee life cycle. Our assessments are better validated and more predictive than any other recruitment technique. So better than structured interviews, job simulations and assessments from other provider. Companies want better selection pools and strengthen engagement, fewer employee departures.”
“Our solutions have no bias and are validated for different languages and cultures.”
In other words, productive, engaged employees, who want to stay for a long time. “Our solutions have no bias and are validated for different languages and cultures and are, as I said, more accurate than any other assessment out there. We have big companies as clients. 75% of our customers are from the Fortune 500. We can distribute our solutions to any country in the world.”
Bells and whistles of no consequence
Hogan Assessments has conducted research on how candidates experience the assessments. “Whether they enjoy it, for example. And what is important to them. That research showed that candidates mainly want to be treated with respect. The bells and whistles, the fun, candidates care little or not at all, as long as they feel respect. We are now exploring how we can use AI in our assessments. If it can help our clients and us with the efficiency of the assessments, that could be interesting.”
“The bells and whistles, the fun: candidates care little or not at all, as long as they feel respect,” he says.
“But we do want to continue to deliver the same high, bias-free quality,” warns Howell. “We still see quite a few talent tests that are not validated. Also, there are still plenty of companies that do not employ trained psychologists, so that often there is not enough questioning about whether the assessments were bias-free and how effectively the result of such a test predicts success.”
Data on just about all occupations
Loyalty is important to companies, Howell argues, “but most of all they want to hire the right people. That’s where we can help them. We have data on just about all occupations and can help companies with the search for a wide range of candidates. We will continue to develop our software next year, such as a development tool for long-term coaching engagement that we have launched. So that leaders really discover their strengths, understand them. That should culminate in a recruitment tool for effective leadership selection.”