FAQ: Hogan Personality Inventory Validity Scale
The Hogan Data Science division often gets questions about the HPI Validity scale. Below are answers to some of the most common.
Question
Response
What does it mean when a report gets flagged for a low score on the Validity scale?
Hogan designed the Validity scale to identify assessment takers who have responded in a potentially careless or random manner on the HPI. The scale comprises 14 items that have either very high (90% or higher) or very low (less than 10% for reverse-scored items) endorsement rates in general working populations. As a result, a failure to endorse the majority of these items indicates that an individual may not have carefully read or understood many of the items when completing the HPI.
When a report is flagged due to the assessment taker’s score on the Validity scale, their HPI scores should be interpreted with caution. Although it is possible to respond carefully to all items on the HPI and still get flagged for having a low score on the Validity scale, it is uncommon. However, it is critical to note that a flagged Validity scale does not mean the person was inattentive; it means that their response pattern was unusual and uncommon enough to merit further examination before interpretation. In other words, while inattentive responders will be flagged by the Validity scale, not all flagged Validity scales indicate inattentiveness. Therefore, before interpreting a report with a flagged Validity scale, one should take steps to ensure the assessment taker was attentive and understood the items when completing the assessment.
What is the cut-off Validity scale score for a report to be flagged?
With the four-point method of scoring, which is what we use as of June 2023, we flag raw scores of 39 or lower. When we used the true/false scoring method, we flagged raw scores of 9 or lower on the Validity scale as indicators that a person may have not carefully read or clearly understood all of the items on the HPI.
What are the next steps when a report gets flagged?
In Selection Contexts
Because invalid profiles are rare, and because fairness and adverse impact are especially important for selection, the best approach is often to use results as they are rather than reassessing or interpreting results differently for a small percentage of individuals. One potential exception is when individuals complete assessments in a language other than their first language or the language with which they are most comfortable. In such cases, it may be appropriate to offer reassessment in their preferred language but without providing feedback regarding their results, including results on the Validity scale. We recommend discussing this option with legal advisers first and constructing a clear organizational policy regarding reassessment to ensure all cases are treated alike.
In Development Contexts
It is in the assessment taker’s best interest to receive feedback on a valid profile. Therefore, it may be more advisable to reassess employees who complete assessments solely for development. In such cases, consider the following:
- Do you have any other information that might indicate the person was attentive? For example, are the person’s scores on the HPI consistent with their scores on related scales from the Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI)? Are the scores consistent with feedback from a 360? How long did it take the person to complete the assessments, and was their response time aligned with typical response times (i.e., not excessively fast or slow)? If the answers to these questions are yes, it is likely that this person responded attentively, just in a manner that was unusual.
- Can you confirm that this person was attentive during the assessment process? This must be handled delicately without accusations or implications that the person was inattentive. A skilled consultant can communicate to an assessment taker that their response pattern was relatively rare or unique and confirm that the assessment taker understood all of the questions before beginning interpretation.
Why is there no Validity scale on the HDS or MVPI?
Typically, assessment takers complete the HPI alongside the HDS and/or MVPI. Therefore, there is no reason for multiple sets of items designed to identify potentially careless responding. If it is determined that the assessment taker was inattentive while taking the HPI, you should consider reassessing with the HDS and MVPI as well.
Why does it appear on some reports and not others?
This is a function of design, where different reports contain different elements. If you have questions about a set of results that look potentially careless or random on a report that does not show the Validity scale or does not indicate when someone has been flagged for having a low score on the Validity scale, contact your Hogan representative.
Does a low score on the Validity scale mean the assessment taker is lying?
No. Some personality assessments contain “lie” scales to try to identify faking. In contrast, we believe how people present themselves on the HPI is an important indicator of how they will present themselves at work (see our FAQ on the Impression Management HICs for Hogan’s position on impression management in the HPI). So long as the participant was attentive while completing the assessment, all scores on the HPI are valid and interpretable.