Hogan Personality Inventory (HPI) and the Motives, Values, Preferences Inventory

[The Crusader]

so I had to take this test for a job as an independent sales contractor for Disney.

how exactly do these tests work?

just curious. thanks for the help.

[Bongolation]

Here, rock out.

[fdeck]

1. Are you a bass player?

[ ] Yes
[ ] No

If you answered "Yes," please proceed to question 950

950. How much do I owe you for this pizza?

[ ] $9.50
[ ] $14.95
[ ] Other

[Jim Nazium]

^ lolz

[LiquidMidnight]

Generally, assessment works on what I call the Three Cs of Validity (Copyright, Liquidmidnight, LLC, 2010): Construct validity, criterion validity, and content validity. Contruct validity generally refers to an assessment measuring what it's supposed to measure - which is different than face validity, which means that something appears that it measures what it is supposed to measure. For example, a test that measures math ability shouldn't really be measuring spatial ability. Criterion validity simply means that an assessment has predictive power. This relationship could be causal or correlational. For example, the SATs are supposed to predict likelihood of success in college. Content validity refers to how holistic an assessment is. For example, if a psychometric were to measure personality vis-a-vis the Big Five theory and it only measured Openness and Neuroticism while leaving out Extraversion, Conscientiousness, and Agreeableness, the metric would be said to be lacking content validity.

Organizations use psychometrics for various reasons. Primarily, they are looking to predict the likelihood that an applicant will be a good match with the organization. For example, they may have a very well-defined organizational culture and they are looking for certain characteristics that would fit well with the organization. On the other hand, they may be looking for diversity. One of the big warning signs of groupthink is homogeneity, so if they're looking to put together a team, they may want people who think differently about certain topics.

Not all assessments are created equal and not all good assessments should be used in all situations. Sometimes assessments are created and administered by highly qualified I/O psychologists. Sometimes they are created and administered by general management or low-level HR people, who often really have no business handling and interpreting psychometrics. For example, a person applying for a sales position may be given the Myers-Briggs, Keirsey, or Big Five personality inventory. Being very talkative and social would be a good thing if you work in sales, right? Somebody who doesn't know what he or she is interpreting may choose not to hire the applicant because he or she scored as an introvert on the test. That would be a big blunder, because introversion and extraversion are two contructs with a specific meaning within the field of psychology that differ from the layperson's definition of those two terms. Also, misuse of psychometrics can land an organization in hot water when it comes to discrimination suits. The leading case regarding disparate impact was due to a psychometric preventing Blacks from rising in the ranks of an organization when the assessment really had nothing to do with the jobs they were applying for.

Any employer who simply relies on a test result is making a bad decision. Valid psychometrics can be very powerful tools, but they should be used with other methodologies throughout the selection process. It's impossible to 100% predict the success of an applicant, but it is possible to take steps to get the likelihood of an applicant's success higher.

[The Crusader]

Pretty well said LiquidMidnite. Ive been a very successful salesperson, consistently earning in the 6 figures. I did a 30 minute phone interview, a 1 hour 15 minute in person interview, and i was more prepared than anyone else by having a ton of notes prepared by watching a dvd on the subject matter over and over. It bothers me that i might not get hired for this multi-hire position just because Greek mythology does interest me or because i dont want to go scuba diving.

[Dave Klausner]

My favorite story about psychometric testing is about when Timothy Leary went to federal prison. He was given a test, and the results showed that he was the most mild mannered prisoner they had ever seen - the kind of guy who wouldn't walk through the wide open gates of the prison without asking permission first. They gave him a super low security job, and he escaped within a week. The name of the test he was given? The Leary Interpersonal Grid, which he had written himself a few years earlier!

[LiquidMidnight]

I used to give interview training to undergrad students, and I would always tell them to go into real interviews without any preconcieved expectations of what the situation is going to be like or thinking that there are "correct" and "incorrect" answers. Aside from general things like honestly and work ethic, it may be difficult to really know what they are looking for. The proprietor of a deli who isn't trained in selection may have his or her biases towards certain answers that are very apparent. However, a panel of I/O psychologists or SPHRs are probably going to be taking a much deeper approach, and trying to guess what they're looking for may drive you nuts (and experienced interviewers are going to be able to tell that you're trying to tell them what they want to hear).

Psychometrics are the same way. Really, really well-designed psychometrics are written to hide what they're really measuring so you don't figure out the answer the assessor is looking for - a concept called social desirability bias. Some metrics even have multiple questions that seem unrelated but they actually are measuring the same thing - a concept called convergent validity. Interpreters may be using these questions to assess whether or not your are being congruent or are trying to give the "right" answer.

I guess what I'm saying is don't sweat it too much. They may not even look at the scuba diving question. A lot of these psychometrics aren't public domain, and employers have to administer them in unaltered form. It's really difficult to know what they're looking for, and the only people who do are the ones in on the design of the assessment center.

[LiquidMidnight]

Originally Posted by Dave Klausner

My favorite story about psychometric testing is about when Timothy Leary went to federal prison. He was given a test, and the results showed that he was the most mild mannered prisoner they had ever seen - the kind of guy who wouldn't walk through the wide open gates of the prison without asking permission first. They gave him a super low security job, and he escaped within a week. The name of the test he was given? The Leary Interpersonal Grid, which he had written himself a few years earlier!

I think they put him to work in the garden, if I can remember correctly.

[KeithBMI]

There is only one question:

"What'cha gonna do when the 24-inch pythons run wild on you?"

[Thor]

'Independent sales contractor.' Really?

Is that another way of saying 'No Benefits'? At that point,
if hired, I would suggest they pay Crusader LLC so at least
you can get the write-offs. You know, being a 'contractor'
with your own business and all.

[The Crusader]

Originally Posted by Thor

'Independent sales contractor.' Really?

Is that another way of saying 'No Benefits'? At that point,
if hired, I would suggest they pay Crusader LLC so at least
you can get the write-offs. You know, being a 'contractor'
with your own business and all.

You are correct. They are trying to increase the sales of Disney Vacation Club via unconditional methods. It would be a perfect second gig for me and with all my connections, it could work. And fwiw, i am already incorporated for my current sales job.

[Stu L.]

Originally Posted by The Crusader

You are correct. They are trying to increase the sales of Disney Vacation Club via unconditional methods. It would be a perfect second gig for me and with all my connections, it could work. And fwiw, i am already incorporated for my current sales job.

I may have to call you about the Vacation Club if this works out for you.

[The Crusader]

Originally Posted by Stu L.

I may have to call you about the Vacation Club if this works out for you.

you got it. it's a good deal. my wife and I love it.

[smperry]

Originally Posted by LiquidMidnight

Generally, assessment works on what I call the Three Cs of Validity (Copyright, Liquidmidnight, LLC, 2010): Construct validity, criterion validity, and content validity.

Sorry but that phrase has been used in many research methods books over the years.

[LiquidMidnight]

Sorry but that phrase has been used in many research methods books over the years.

Yes, but has it been copywritten? The thread about Old Crow Medicine Show in the Band Management forum has made me think that I should copywrite and trademark all of my quasi-witty musings, regardless of how original they really are.

[smperry]

Smart guy.

[MakiSupaStar]

Am I the only one that thought this said Hangover Personality Inventory?

[thobbinghotrod]

This is interesting stuff, I hope the thread keeps going. I took a couple of these tests before and found it hard to not seem like I was lying. In reality I took a roll of Certs from the store once in fifth grade but I go out of my way to pick up litter in my neihborhood, I consiously try to respect everyone. When I answer all the questions saying I would never lie or steal it seems like I'm trying too hard to answer the way I'm supposed to. I can see the merit in living an honest life, it's a lot easier.
So how do I look on these tests? I bet they think I'm trying to impress them or maybe hide something.

[L-A]

Originally Posted by thobbinghotrod

This is interesting stuff, I hope the thread keeps going. I took a couple of these tests before and found it hard to not seem like I was lying. In reality I took a roll of Certs from the store once in fifth grade but I go out of my way to pick up litter in my neihborhood, I consiously try to respect everyone. When I answer all the questions saying I would never lie or steal it seems like I'm trying too hard to answer the way I'm supposed to. I can see the merit in living an honest life, it's a lot easier.
So how do I look on these tests? I bet they think I'm trying to impress them or maybe hide something.

Your tests come out with the mention "Is Jesus, already has other plans for his future."