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Hogan Practitioners and Client Conference

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Presentation on theme: "Hogan Practitioners and Client Conference"— Presentation transcript:

1 Hogan Practitioners and Client Conference

2 Introductions Shayne Nealon and Peter Berry Dr Kevin Meyer
Dr Jarrett Shalhoop Kim Pluess

3 Today’s Agenda Hogan Select
Hogan Safety: Select, Induct, Develop and Identify a Safety Culture Using Hogan with Teams Hogan Develop & Lead, including High Potentials Coaching with Hogan and Coaching Forum

4 A 28-year history of producing measurable results supports our mission
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 Over 25 years of research and implementation experience Continuous system testing, research, and support improvement Legally defensible: Never been successfully challenged Predictive, with demonstrable bottom-line results ranging from improved employee performance to reduced turnover and recruiting expense Mission We provide state-of-the-art assessment solutions capable of enhancing the effectiveness of individuals and organizations History A 28-year history of producing measurable results supports our mission 4

5 Hogan Assessment Overview
Hogan Personality Inventory (HPI) How does this person typically approach work and interaction with others? What strengths can this person rely on to facilitate his/her performance? Hogan Development Survey (HDS) What tendencies could derail this individual’s career or performance? How is this person inclined to respond when stressed, under pressure, or not self monitoring? Motives, Values, Preferences Inventory (MVPI) What motivates and “drives” this individual? What type of work environment will he/she consider most motivating? What is he/she likely striving to attain? Hogan Business Reasoning Inventory (HBRI) How does this individual identify and solve problems? How will this individual approach problem solving in the real world?

6 Representative Clients
Communications Cox Communications Sprint Qwest Construction Brookfield Multiplex St Hilliers McConnell Dowell The Haskell Company Manhattan Construction Consulting Hay Group Hewitt Associates MDA Consulting DDI Right Management Consultants Russell Reynolds Towers Perrin Energy BHP Duke Power Ferrellgas Halliburton Downer Engineering BP Education University of Sydney Adelaide University University of Maryland Melbourne Business School Financial Services ANZ NAB Capital One Wachovia JPMorganChase Bank of America Government State, Federal and Local Government Depts NASA U.S. Postal Service Healthcare Blue Cross / Blue Shield Humana Mayo Clinic Novo Nordisk Hospitality Bass Hotels & Resorts Starwood Hotels & Resorts Trump Casino & Hotel Manufacturing Alcoa BMW DuPont General Electric Pepsi Pharmaceutical Bristol-Myers Squibb Johnson & Johnson Schering-Plough Retail ALDI Adidas Home Depot Wendy’s YUM! Brands Technology Sony Corporation Spherion Technology Group Solectron DELL Cisco Transportation Qantas TOLL American Airlines CSX Transportation

7 Peter Berry Consultancy Pty Ltd
Formed in 1990 Change Management Consultants Distributor of Hogan Assessment Systems Distributor of Employee and Organisational Profiles Core Competencies: Leadership Business Planning People & Culture

8 Hogan Select 8

9 Session Agenda Why Use Personality Assessments?
Research-based Profiling for Performance Reporting Results Case Studies

10 Goals of Employee Selection
Why is Employee Selection Important? Positive Job Fit Promotes performance and productivity Competitive advantage Organizational citizenship Negative Job Fit Reduced performance and productivity Increased turnover Failure to support organization Culture Fit Embrace and promote organizational culture Increase fit with other employees and team members

11 Personality in Selection
Common types of selection assessments: Biodata Job Knowledge Skills and Abilities Cognitive Interviews Simulations Personality Culture/Values Traditionally focus heavily on these areas… …and overlook these areas. But consider the following…

12 “When you think about the biggest hiring mistakes you have made, what describes the source of the mistake?” (2006) Hiredesk Pulse Report: Personality and Job Fit Assessment in Candidate Screening

13 Why Use Personality Assessments?
Traditional Assessment Approaches Approach Advantages Drawbacks Personality Predictive Easy to Administer Difficult to Fake Rich Interpretive Information No Training Requirements Low Job Fidelity Doesn’t Capture Training or Experience Résumé/Vita Relevant Experience Minimum Requirements Often Exaggerated Little Interpretive Value Labor Intensive Biodata Easily Administered Job Knowledge Testing May Require Customization May not be Required Skills Testing Some easily administered Interviews Flexible, allowing to explore areas of interest Lower Validity Often Faked High Training Requirements Simulations High Job Fidelity High-volume Recruitment Development can be Difficult Assessment Centers Multiple Assessments Methods Expensive to Administer High Training Needs Simulations: High-volume recruitment: not suitable because needs to be administered individually and proctored (alternatively, fidelity suffers) Development: May be costly or difficult to develop. For instance, what if the simulation needs to include operating an expensive piece of equipment? Similarly, the exercise should probably not include special training requirements, so it may not be feasible to simulate the more complex aspects of the job. Administration: May be labor intensive to administer, and the administrator may need specialized training.

14 Using Personality Assessments
Pre-Screen Personality Interview Assessment Center Not Selected New Hire Online Personality Assessments Early In Process Manage High-volume With Little Burden Higher Efficiency Than More Expensive Methods

15 Profiling for Performance
Putting data behind the intuition Example: What does it take to be a good salesperson? Positive Characteristics Motivated Goal-oriented Confident Outgoing Handles Rejection Friendly Perceptive Persistent Ambition Adjustment Sociability Interpersonal Sensitivity

16 Profiling for Performance
Profile for Successful Sales at Company X Dimension Low Fit Moderate Fit Strong Fit Adjustment - >25% >45% Ambition >35% >50% Sociability Interpersonal Sensitivity Create a research-based profile to: Maximize validity and utility Manage the flow of applicants

17 Profiling for Performance
Off-the-Shelf Success profiles already developed Based on existing research in Hogan archives Over 500 research studies No Research Required Ready to implement immediately

18 Profiling for Performance
Validity Generalization Custom profile tailored to your specific job Compares job analysis data to other, similar jobs in Hogan research archive Focus groups with job experts Completed in ~1 month Report tailored to your specific profile

19 Profiling for Performance
Criterion-related Validation Highest Level Of Customization Job Analysis Data Collected Incumbents Assessed Using HOGAN Performance Data Collected Custom Profile Developed to Maximize Performance Report tailored to your specific profile

20 Reporting Results ADVANTAGE Report Evaluates general employability
3 Competencies important for entry-level positions Ideal for very high volume screening Overall score for ease of interpretation Can be implemented instantly

21 Reporting Results FIT Report
Compares results to a customized target profile Provides easy-to-interpret results Ideal for customized, high-volume screening

22 Reporting Results EXPRESS Report
Compares results to an existing, research-based target profile Provides candidate strengths and weaknesses Overall score for ease of interpretation Can be implemented instantly

23 Reporting Results Custom Reports
Can be completely tailored to your needs May include custom competency models Results reported using company language Ability to integrate multiple assessments

24 Financial Services Case Study
Overview of Situation Financial Services Sales Annual Turnover (TO) = 48% Implemented MVPI Reduced TO by 62.5% Voluntary TO Dropped by 66%

25 Financial Services Case Study
Pre and Post Implementation Turnover Data 1 Year Pre-Implementation Post-Implementation Did NOT Complete MVPI (Total Sample = 1104) Completed MVPI (Total Sample = 657) (Total Sample = 113) N % Voluntary Turnover 386 35% 79 12% 35 31% Involuntary Turnover 145 13% 39 6% 8 7% Total Turnover 531 48% 118 18% 43 38%

26 Financial Services Case Study
Estimating ROI Bank estimated turnover cost at US$15,000/person Turnover Est. Cost of TO Year 1 531 >$7.9M Year 2 (w/ Hogan) 161 >$2.4M TOTAL Reduction 370 Hires >$5.5M Year 1 implementation costs <$35,000 ROI of $5.5M on $35K investment = >%15,000

27 Transport Drivers Overview of Situation
Collaborative Research Using Australian Transportation Drivers Developed Custom Profile Predicts: Overall Work Performance Safety Outcomes Absences

28 Airline Flight Attendants
QantasLink Looking to Improve Customer Service Fit with Organizational Culture Important Validity Generalization Research HPI Scales relevant for the role MVPI Altruism Scale key for customer service Customer Service Metrics Subsequently Improved

29 Construction Supervisors
BHP Billiton Business Needs Research Applying Hogan Results Application selection and development 628 BHP Construction Supervisor Reports since inception

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