Test Overview &

Interpretation - Derailers

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 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
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 HDS Scales
If you have a high score on a HDS
scale, you are prone to crossing . and seeming
the line from being
Moody & prone to
Excitable Intense & energetic
overreacting
Skeptical Perceptive & shrewd Cynical & mistrustful
Extremely reluctant to take
Cautious Careful & thorough
risks
Independent &
Reserved Stoic & disconnected
businesslike
Covertly resistant &
Leisurely Cooperative & agreeable
insincere
Stubborn, arrogant, &
Bold Confident & assertive
smug
Mischievo
Charming & jocular Irreverent & untrustworthy
us
Showboating & 6
HDS Scale Clusters

Moving Away
Excitable Skeptical Cautious Reserved Leisurely

Moving Against
Bold Mischievous Colorful Imaginative

Moving Toward
Diligent Dutiful

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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?

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 Hogans 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 Hogan
Select
Reduction in turnover Develop/Lead
Increased employee
Matching people to positions engagement
(front of house back of house) Improved Self-Awareness
Increased recruiting efficiency Managerial Development
Better final candidate pool Team-building
Reduction in overall Increased safety
recruitment costs
Increased morale,
 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
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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

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