Technology Industry

Field Application Engineer

Challenge: A rapidly growing semiconductor manufacturer realized the need to improve its current hiring process for Field Application Engineers in order to sustain continuous growth and maintain global competitiveness. Successful candidates in this role serve as the technology interface between the company and its customers and leverage both technical expertise and sales skills to promote revenue growth.

Solution: Hogan employed a two-step approach for conducting a validity study. First, Hogan conducted a job analysis by reviewing the job description, conducting focus groups, and collecting data using the Job Evaluation Tool (JET). Then, Hogan used validity generalization strategies (i.e., meta-analysis, transportability of validity, and synthetic/job component validity) to identify which Hogan Personality Inventory (HPI; a measure of normal day-to-day behavior), Hogan Development Survey (HDS; a measure of behaviors that may arise under stress and pressure), and Motives, Values, Preferences Inventory (MVPI; a measure of core drivers and values) scales are most predictive of successful performance in the Field Application Engineer job.

Result: Combining empirical evidence and expert judgment, Hogan developed a profile for selecting Field Application Engineers. Results suggested that the HPI Ambition, Interpersonal Sensitivity, Prudence, Sociability, and Learning Approach scales; the HDS Excitable, Skeptical, and Cautious scales; and the MVPI Power and Scientific scales were most predictive of successful Field Application Engineer performance.

The profile identifies candidates who are energetic and results-oriented (higher Ambition), skilled at building relationships and developing trust with others (higher Interpersonal Sensitivity), attentive to details and dependable (higher Prudence), engaged with client interactions (higher Sociability), driven to build and maintain a relevant knowledge base (higher Learning Approach), resilient under stress and pressure (lower Excitable), trusting of others and open to feedback (lower Skeptical), capable of making decisions and taking initiative under ambiguous situations (lower Cautious). In addition, the profile identifies candidates that will value influence (higher Power) and stay current with new technology (higher Science).

Overall, by implementing personality assessments, the semiconductor manufacturer will be better able to select employees with the personal characteristics critical to job success.

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