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Test Overview & Interpretation - Derailers

• 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.

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Questions?

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