Test Overview & Interpretation Derailers
1
Hogan Assessment Systems at a Glance
• A leading provider of assessments used for employee selection &
development
• Assessed over 3.5 million working adults performing over 450
different jobs across 40 countries
• 28 years of research and experience
• Legally defensible: Never been successfully challenged
• Predictive
HDS Foundation
The Challenge Report is based on the
Hogan Development Survey
Design
• 11 primary scales
– High Risk = 90th percentile and above
– Moderate Risk = 70 - 89th percentile
– Low Risk = 40 - 69th percentile
– No Risk = 0 - 39th percentile
Interpretation
• Occupational derailment characteristics
– High Risk - Likely negative impact on job performance
– Moderate Risk - Potential negative impact on job
performance
– Lower scores are generally better
– If no high risk scores, then moderate risk scores become
more meaningful
• Everyone has one or two elevations
3
4
5
HDS Scales
If you have a high score on a HDS scale, you are
prone to crossing the line from being…
…. and seeming…
Excitable
Intense & energetic
Moody & prone to overreacting
Skeptical
Perceptive & shrewd
Cautious
Careful & thorough
Reserved
Independent & businesslike
Leisurely
Cooperative & agreeable
Bold
Mischievous
Cynical & mistrustful
Extremely reluctant to take risks
Stoic & disconnected
Covertly resistant & insincere
Confident & assertive
Stubborn, arrogant, & smug
Charming & jocular
Irreverent & untrustworthy
Colorful
Outgoing & animated
“Showboating” & overwhelming
Imaginative
Innovative & creative
Off-the-wall & unrealistic
Diligent
Dutiful
Detail oriented & hardworking
Supportive & loyal
Perfectionistic & demanding
Ingratiating & deferential
6
HDS Scale Clusters
Moving Away
Excitable Skeptical Cautious Reserved Leisurely
Moving
Bold
Mischievous
Against
Colorful
Imaginative
Moving Toward
Diligent
Dutiful
7
Every leader has personality traits
that threaten his or her success.
• Assessment measures performance risks that impede work
relationships, hinder productivity and limit career potential.
• The HDS provides valuable feedback for strategic selfawareness, key to overcoming these tendencies and
achieving success in the workplace.
8
Questions?
9
Hogan’s Purpose
Hogan partners with organizations to create a human
competitive advantage at all levels of the human capital
management continuum…..
1.
Hire the best people for the job – Hogan Select
2.
Manage and develop talent – Hogan Develop/Lead
Hogan Select
Hogan Develop/Lead
• Reduction in turnover
• Matching people to positions (front
of house – back of house)
• Increased recruiting efficiency
• Better final candidate pool
• Reduction in overall recruitment
costs
• Increased employee engagement
• Improved Self-Awareness
• Managerial Development
• Team-building
• Increased safety
• Increased morale, production,
sales, customer service
Derailer Best Practices
How to reduce the effects of derailment:
• Using derailer information during hiring and
promotion
• New leader on-boarding
• Leadership development and coaching
• Engagement interventions
• Team/organizational analyses
11
On-Boarding and Development
• In-depth discussions
about potential
derailment areas
• Raise self-awareness
and open dialogue
• “Aha experience”
• Coaching or feedback is
important
• Using a 360 that is
designed for assessing
derailment potential
12
How Can Assessments Facilitate
Development?
• Identify behavioral tendencies to keep, stop, and
grow
• Accelerate the coaching process
• Identify gaps between rewards/desired conditions &
behaviors
• Reflect on motivations capable of impacting behavior
• Predict performance in new jobs and novel situations
13