Not to dwell, but Shrek do you know that the case presently? BK addressed that question in my newhire class and said the Hogan was part of the "2-strikes, you're out" interview process.

 

I can answer that.

NO.

Human Resources runs the entire airline. They are the PIC.

Information Technology assists Human Resources. They are the SIC.

The GLBT group is the Bunkie number 1. They are TIC.

Legal is Bunkie number 2. They are the FIC, but sometimes when the PIC is at break, they take the left seat and pretend like they are in charge.


Now, seriously, Who is Hogan, and what does he/It "assess?"

If I have to fill out new hire probationary reports, the least the airline could do is fill me in on this Hogan stuff....

 

Bingo !!......

 

You can't blame them for overthinking that type of question when the test is part of the selection process for invited candidates, especially when it's a make or break type test. If everyone had to take the test just to apply like AA does then I'd think we wouldn't have applicants asking these types of questions:

 

I get it - we've all been there (2008 for me when the Hogan was new).

 

I remember someone saying to me the hogan was set, until a year or two ago, to eliminate 40% of the applicants. This person then said it has been changed to eliminate only 10% now. Don't now how true this is. I know you are essentially graded on or fall into a bell curve. The outliers get chopped and if you are in the middle you're good. With that in mind, and this goes against all sound advice on here, you should answer the questions like you think the average applicant will answer them. It worked for me. I think answering the questions honestly is a big mistake, especially if you are very polarized one way or another. They don't want the life of the party and they don't want a complete slam clicker. Just be somewhere in the middle. When they ask the questions about, "do you think the world or the government or the company are out to get you?", answer no.

 

I seriously doubt that they set any hard cut off requirements. The goal of these tests are to identify certain personality traits and job fitness characteristics.

I am sure that those are being fine tuned as they get more experience with what personality traits they see.

But I seriously doubt that they relax on the desirable traits as the talent pool shallows out. I suspect most airlines will rather go low time / ab-initio with desirable traits than getting experience with undesirable traits.

 

I wonder how much Marvin-Stepford is in the Hogan-Schmogan?

 

Maybe a dash of this,



and a big pinch of that

 

No doubt. HR probably wants a big chunk of this as well.