Hogan Assessment (???)

AggieMike88

AggieMike88

Touchdown! Greaser!
Joined
Jan 13, 2010
Messages
20,804
Location
Denton, TX
Display Name
Display name:
The original "I don't know it all" of aviation.
Browsing some of the various professional pilot employment opportunities, I see several mentioned passing a Hogan Assessment. Google helped to answer what it was. But how are the pilot employers using this?

I've done DISC and Briggs Meyer... but hadn't heard of Hogan until tonight.
 
Yea they get Hulk to interview you and give them his thoughts on ya...
 
If you pass the first phase which I believe is just a qualification review, our airline contacts you and you take the Hogan test online. Pass it and you move on, fail and you’re done. I think if you fail you can reapply in 12 months.
I personally am not a big fan. I think they lose out on a lot of good candidates because of a this test.
I never took it. Maybe someone who has will chime in.
 
Comedy aside, I'm still hoping for a proper real world answer.
 
AggieMike88 said:
Comedy aside, I'm still hoping for a proper real world answer.
Click to expand...

Though I don’t know how organizations hiring pilots are using it, I will say that I personally find these sort of tests to be pretty much worthless in the hiring process. Prior experience, training, certifications, etc. are by far a better predictor of success.
 
AggieMike88 said:
Comedy aside, I'm still hoping for a proper real world answer.
Click to expand...

It’s yet another psycho babble requirement that the “Human Resources” types came up with in order to justify their part in controlling the hiring process.

Years ago pilots were hired by talking with senior management pilot types, then taking a aviation evaluation either written and/or sim check. All aviation based and produced very good results.

Along comes HR (what use to be known as personnel) who developed a culture using such titles as “Human Resource Specialist” and then “Senior Human Resource Specialist”. These are what we use to call “clerks”.

These HR types can’t tell the difference between a bird or an airplane, so using aviation based evaluation doesn’t work for them. Enter the psycho babble test such as the Hogan. And it’s pure psycho babble. Many will flunk this test, and a very qualified applicant will be tossed aside.

There are sample Hogan’s online. Go take one and see for yourself.
 
It’s an annoying test. Many employers use similar tests. It’s a battery of questions with answers like always, sometimes, never and variations of that.

The point of the test it a personality assessment. Meant to weed out people who, people who are dishonest, people who arnt a good fit. Etc.

There is no advice anyone can give you on how to pass it. The hogan test is set up where it’s the same test for many different industries but a company, for example United has a set criteria/result they are looking for. Hogan provides the analysis of you via your answers.

A common example people cite when giving advice about the test is that there are questions that are similar asked in different ways.

1. I like cats
2. I love cats
3. I hate cats

Or

1. I’m always a nice to strangers
2. I sometimes nice to strangers

The point is to find how you answer those question in a similar way ever time, but paying attention to the wording because some of the questions are absolutes and some are not.

The advice most people give is answer honestly and quickly. They don’t want you to “try and win” the test. Is a personality assessment to find out who you are. And if you fit.

I also found this link that gives some added info on what areas Airlines are focusing on in broad terms

http://www.hoganassessments.com/sites/default/files/uploads/413_Transportation_Pilots_CaseStudy.pdf
 
Doc Holliday said:
It’s yet another psycho babble requirement that the “Human Resources” types came up with in order to justify their part in controlling the hiring process.

Years ago pilots were hired by talking with senior management pilot types, then taking a aviation evaluation either written and/or sim check. All aviation based and produced very good results.

Along comes HR (what use to be known as personnel) who developed a culture using such titles as “Human Resource Specialist” and then “Senior Human Resource Specialist”. These are what we use to call “clerks”.

These HR types can’t tell the difference between a bird or an airplane, so using aviation based evaluation doesn’t work for them. Enter the psycho babble test such as the Hogan. And it’s pure psycho babble. Many will flunk this test, and a very qualified applicant will be tossed aside.

There are sample Hogan’s online. Go take one and see for yourself.
Click to expand...

Agreed!! I have been railing against HR and their increased role for years. Their job is to post the opening, send resumes to the hiring manager, and then do the on-boarding of the person the manager decided to hire. The evaluation and selection of applicants is the purview of the hiring manager. HR types rarely know sheet from shinola when it comes to evaluating candidates.
 
Having read this, my new dream is to have @nauga take this test.

Me? I always mess with interviewers to see how THEY react to ME. I wouldn't be a good fit in a large, touchy-feely, politically-acceptable organization. I just have fun with the interview.
 
overdrive148 said:
They want the Cream of the Crop.
Click to expand...
wjEJLYm.png

I mistook Hogan for Savage.
 
Stephen Poole said:
Me? I always mess with interviewers to see how THEY react to ME. I wouldn't be a good fit in a large, touchy-feely, politically-acceptable organization. I just have fun with the interview.
Click to expand...

I am the same way. I'll take a small company that hires me for my talents and ability to adapt and get the job done over a company that hires me because I can pass their psycho babble test.

I once went to an interview and during the ''human resources'' evaluation I asked the girl if she actually knew anything about the aviation business. She started to tell me her job is to evaluate possible employees to see where they would fit in the company. I cut her off and said if you want to hire pilots, get a pilot to evaluate new pilots. If you want someone that can pass your interview, go to a liberal arts college and recruit from there. I spoke with the director of operations and told him my thoughts. He actually wanted to hire me but I told him no thanks.
 
So funny to see this, I just saw some of the costumes from Hogan’s Heroes today. I was surprised at how small they all were.
 
SkyDog58 said:
Agreed!! I have been railing against HR and their increased role for years. Their job is to post the opening, send resumes to the hiring manager, and then do the on-boarding of the person the manager decided to hire. The evaluation and selection of applicants is the purview of the hiring manager. HR types rarely know sheet from shinola when it comes to evaluating candidates.
Click to expand...

Tell it, brother. We have gone away from using a person's resume (i.e. accomplishments) as the first indicator of whether they are a good candidate for a new role. We now interview based on competencies. I.E. how much corporate speak you can weave into your personal story. The cherry on top is HR has really gotten its nose into the process and our HR folks lean heavily on the scales of justice. "Um I know the group likes candidate X, but there are things about candidate X I alone know, and we really don't want to promote him/her."

I made the mistake of allowing that BS to carry the day in an interview a couple of years ago and later realized we'd been bamboozled. Won't happen again.
 
Doc Holliday said:
It’s yet another psycho babble requirement that the “Human Resources” types came up with in order to justify their part in controlling the hiring process.

Years ago pilots were hired by talking with senior management pilot types, then taking a aviation evaluation either written and/or sim check. All aviation based and produced very good results.

Along comes HR (what use to be known as personnel) who developed a culture using such titles as “Human Resource Specialist” and then “Senior Human Resource Specialist”. These are what we use to call “clerks”.

These HR types can’t tell the difference between a bird or an airplane, so using aviation based evaluation doesn’t work for them. Enter the psycho babble test such as the Hogan. And it’s pure psycho babble. Many will flunk this test, and a very qualified applicant will be tossed aside.

There are sample Hogan’s online. Go take one and see for yourself.
Click to expand...
I have been in Engineering 35 years and the same thing has happened with HR screening resumes. In the “good old days” the engineering manager and a couple of engineers would interview prospective hires and spend some time with them in general discussions. It did not take long to spot BS. The last panel interview I participated in I was given a list of questions I could ask, none of which had anything to do with the skill set we needed. The HR lady about jumped out of her chair when I went of script to find out if they actually did the things they claimed.
 
Took the sample Hogan test on line...what a crock!!!
 
Luigi said:
Took the sample Hogan test on line...what a crock!!!
Click to expand...


I've taken some psych tests for public service type jobs and they were stupid too. "I'd rather read a romance novel or repair manual?" Duhhh..... Sometimes I feel: "sad, happy, excited or scared? " WTF?
 
In college I was a psychology major for a short period..then I came to my senses. The Hogan sample questions were puerile crap, guess they are trying to pigeon hole us scrappy aviators!
 
I work for a regional that has a career path with a major but we have to take the hogan to get into it. I’ve not taken it but it seems crap. I’ve flown with line check airmen with multiple type ratings no failures and great personalities who can’t even get an interview cause they busted the hogan. Something like half our pilot group can’t get past it.
 
falconkidding said:
I work for a regional that has a career path with a major but we have to take the hogan to get into it. I’ve not taken it but it seems crap. I’ve flown with line check airmen with multiple type ratings no failures and great personalities who can’t even get an interview cause they busted the hogan. Something like half our pilot group can’t get past it.
Click to expand...

Yep. Psycho babble academic and HR types think they know what it takes to be successful in various industries but in fact they are nothing but clueless dolts.
 
The problem with the Hogan is that it’s simply a sample pool that may fit the company culture. A passing Hogan at Airline X may not be a passing Hogan at Airline Y. It’s not a psychological assessment but more of a personality assessment to see if you fit what a specific company is looking for.

It appears the sample pool sets the center of the bell. How far you stray from the center of their selected pool is what may be passing or fail.

The Myers Briggs and MMPI will render the same results no matter what airline because it’s a true psychological assessment.


Sent from my iPhone using Tapatalk Pro
 
Fracpilot said:
The problem with the Hogan is that it’s simply a sample pool that may fit the company culture. A passing Hogan at Airline X may not be a passing Hogan at Airline Y.
Click to expand...
So the correct answers vary according to the airline?

And, it's really just an anti-diversity (real diversity, not appearance of diversity) screen?
 
Capt. Geoffrey Thorpe said:
So the correct answers vary according to the airline?

And, it's really just an anti-diversity (real diversity, not appearance of diversity) screen?
Click to expand...

Who’s to say the pool of questions are the same between companies? So if the questions are different, then the answers will be us as well.


Sent from my iPhone using Tapatalk Pro
 
Capt. Geoffrey Thorpe said:
So the correct answers vary according to the airline?

And, it's really just an anti-diversity (real diversity, not appearance of diversity) screen?
Click to expand...

There are no correct/incorrect answers. The questions and answers define your personality. If ur personality doesn’t fit in with what the company is looking for then you don’t pass.
 
Ironic that "Human Resources" and hiring practices in general have become less focused on humans and more focused on silicon-based methodology. Submitting resumes online via fill-in-the-blank forms instead of hard copy (which tells you not only the CV stuff, but also how much care a person puts into WRITING the resume, literacy, etc), impersonal listings on headhunter websites instead of letters of interest or pounding the pavement in person, impersonal be-who-you-wann-be tests and fake online persona instead of assessing a person's character/fit during actual human conversation. What we've sacrificed on the altar of supposed efficiency is truly disheartening. In reality, we've subborned humanity and created an entirely new level of cyber-bureaucracy requiring feeding, care, and maintenance that has nothing to with the vast majority of the fields they purport to support.
 
1anG said:
.....The questions and answers define your personality. ...
Click to expand...
That's just it... no they don't, they define how you'd like to appear. They don't define the real you any more than most Facebook, InstaSpam, or vlogs define the REAL people behind them. We are in a very sick age where appearances matter more than reality and skills.
 
Another joke now is some HR's have a sub department called "Talent Acquisition" that does the hiring.
 
1anG said:
There are no correct/incorrect answers. The questions and answers define your personality. If ur personality doesn’t fit in with what the company is looking for then you don’t pass.
Click to expand...

No written test defines one's personality. And it certainly can't decide how good of a fit one is for a company.
 
MuseChaser said:
That's just it... no they don't, they define how you'd like to appear. They don't define the real you any more than most Facebook, InstaSpam, or vlogs define the REAL people behind them. We are in a very sick age where appearances matter more than reality and skills.
Click to expand...

True in reality they don’t actually define you. But that’s what the company using the test thinks.
 
1anG said:
It’s an annoying test. Many employers use similar tests. It’s a battery of questions with answers like always, sometimes, never and variations of that.

The point of the test it a personality assessment. Meant to weed out people who, people who are dishonest, people who arnt a good fit. Etc.

There is no advice anyone can give you on how to pass it. The hogan test is set up where it’s the same test for many different industries but a company, for example United has a set criteria/result they are looking for. Hogan provides the analysis of you via your answers.

A common example people cite when giving advice about the test is that there are questions that are similar asked in different ways.

1. I like cats
2. I love cats
3. I hate cats

Or

1. I’m always a nice to strangers
2. I sometimes nice to strangers

The point is to find how you answer those question in a similar way ever time, but paying attention to the wording because some of the questions are absolutes and some are not.

The advice most people give is answer honestly and quickly. They don’t want you to “try and win” the test. Is a personality assessment to find out who you are. And if you fit.

I also found this link that gives some added info on what areas Airlines are focusing on in broad terms

http://www.hoganassessments.com/sites/default/files/uploads/413_Transportation_Pilots_CaseStudy.pdf
Click to expand...
I guess some airlines tell hogan they only want narcissistic pricks.
 
You must log in or register to reply here.
Back
Top