• 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
Hogan Assessment Systems at a Glance
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HDS Foundation
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
The Challenge Report is based on the Hogan Development Survey
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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 Cynical & mistrustful
Cautious Careful & thorough Extremely reluctant to take risks
Reserved Independent & businesslike Stoic & disconnected
Leisurely Cooperative & agreeable Covertly resistant & insincere
Bold Confident & assertive Stubborn, arrogant, & smug
Mischievous Charming & jocular Irreverent & untrustworthy
Colorful Outgoing & animated “Showboating” & overwhelming
Imaginative Innovative & creative Off-the-wall & unrealistic
Diligent Detail oriented & hardworking Perfectionistic & demanding
Dutiful Supportive & loyal Ingratiating & deferential
HDS Scales
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HDS Scale Clusters
Moving AgainstMoving Against
Moving TowardMoving Toward
Excitable Skeptical Cautious Reserved Leisurely
Bold Mischievous Colorful Imaginative
Diligent Dutiful
Moving AwayMoving Away
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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 self-awareness, key to overcoming these tendencies and achieving success in the workplace.
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 Select2. Manage and develop talent – 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
Hogan Select Hogan Develop/Lead
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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
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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
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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