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Candidate Potential Report Reduces Risk of Bad Hires

Summary: People are hired for their capabilities, but fired for their personalities. Personality assessments give insight into behavioral tendencies that will impact job performance. The Candidate Potential Report assesses a candidate’s suitability for a position and summarizes the recommendation for job fit and potential hiring.

Old Saybrook, CT (PRWEB) November 23, 2009 -- When does confidence become arrogance or willingness to confront poor performance become abrasiveness? These are difficult judgments to make solely on the basis of a job interview. But these are exactly the types of traits/tendencies that candidate selection assessments can identify quickly.

Dr. Joyce Hogan, co-owner of Hogan Assessment Systems, specializes in the development and validation of customized employee testing programs. Dr. Hogan points out that "personality assessments are rapidly becoming a best practice for companies seeking high-caliber employees. Personality inventories guard against the risk of bad hires because they help assess the difficult question of ‘job fit'."

The Candidate Potential Report compares job candidates to the known success profiles of several different types of jobs and provides an immediate candidate rating of "high," "medium" or "low" job fit. It is based on the Hogan Personality Inventory (HPI), which has a successful 30-year track record in predicting employee performance. Companies that use the CPR and other selection reports can improve bottom-line business results by reducing turnover, absenteeism and poor customer service.

Performance Programs a human resources consulting firm with expertise in psychometrics for the workplace, has assisted hundreds of employers of all types and sizes worldwide since 1987 with employee personality testing, 360 feedback, employee surveys, leadership assessments, and more. They are also an authorized certification provider for Hogan personality tests, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motivation, Values and Preferences Inventory (MVPI).

Background information on the Hogan Personality Inventory (HPI)
Hogan Personality Inventory is published by Hogan Assessment Systems of Tulsa, OK. All Hogan products are grounded in 30+ years of research and have scientifically-based predictive power. Hogan assessments are in use by organizations of all types and sizes worldwide. None of the Hogan assessments show adverse impact, meaning they are fair to candidates across all of the protected classes.

The HPI was the first Five-Factor personality inventory developed specifically for the business community and, through an ongoing program of research and development, the HPI continues to maintain an industry-leading position. In addition to the CPR reports, Hogan has a wide variety of assessments to cover different hiring situations.

Media contact: Paul Connolly paul(at)performanceprograms(dot)com or call (860) 388-9422.

This press release was distributed through PR Web by Human Resources Marketer (HR Marketer: on behalf of the company listed above.

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