The document discusses how the interMediator group uses personality tests like the Hogan Assessments in addition to interviews and references to evaluate job candidates more objectively. The Hogan Assessments measure traits scientifically linked to job performance without cultural or gender bias. It consists of the Hogan Personality Inventory to predict occupational success, the Hogan Development Survey to identify strengths and weaknesses, and the Hogan Motives, Values, Preferences Inventory to evaluate fit with company culture. Using these tests provides a more comprehensive view of candidates beyond what recruiters and references alone can offer.

1. the interMediator group

2.  You wouldn’t buy a house without an
engineering inspection
 You wouldn’t buy a used car without a
mechanic looking at it
 Would you hire a senior executive without
knowing what’s behind his or her façade?

3.  How do you ferret out the candidate who’s good
at managing you, but not his or her
subordinates?
 How do you find out if a candidate is good at
relating to his or her peers?
 How do you find someone who fits your
company culture?
 How do you avoid the “Madoff problem”?

4.  Recruiters present a list of “qualified” candidates
 But most recruiters rely solely on references and
interviews
 References are rarely objective
 And recruiters bring internal biases to interviews
that influence who they recommend to you

5.  Many companies now add science to
subjectivity
 Personality tests get behind the facade
 And they help you probe more deeply in
evaluating a candidate in person

6.  The interMediator group uses the Hogan
Assessments as well as interviews and
references. The Hogan is:
 Scientifically validated
 Has no gender, ethnic, racial bias
 Specially designed to measure job performance

7. 1. The Hogan Personality Inventory
▪ Designed to predict occupational success
▪ Useful reports for employee selection or development
▪ Developed exclusively on working adults
▪ Normed on more than 500,000 working adults
worldwide
▪ Validated on more than 200 occupations covering all
major industries
▪ No invasive or intrusive items

8. 2. The Hogan Development Survey
▪ Identifies how the candidate is likely to act in various
circumstances
▪ Notes strengths and shortcomings
▪ Makes suggestions about how to manage the
individual's career
▪ Pinpoints characteristics and tendencies that might lead
to career derailment
▪ Identifies tendencies that impede work relationships
and hinder productivity

9. 3. The Hogan Motives, Values, Preferences Inventory
▪ Evaluates the fit between a person's values and an
organization's culture
▪ Predicts both occupational success and job satisfaction
▪ User-friendly reports for employee election or development
▪ Describes the work environments created by leaders
▪ Developed exclusively on working adults
▪ Validated in over 100 organizations
▪ No invasive or intrusive items

10. It’s the best way to see for yourself
Call or write Henry Scott
henry@intermediatorgroup.com
212.742.0071
www.interMediatorgroup.com

11. the interMediator group formula: