Personality Testing in the Public Sector• 7 job families • Provides an overall fit recommendation and an indication of strengths, challenge areas, and interview style Sales Basis

CPS HR Webinar Series

Personality Testing in the Public SectorIf your computer does not have speakers,

please dial in at:1-877-309-2071

Access Code: 531-384-754

Presenters• Andrew Kern • Derek Lusk

Andrew obtained his MS and is currently finishing his doctoral dissertation in I/O Psychology from Central Michigan University. As a Test Rental Consultant for CPS HR, he works closely with clients to identify and fulfill their testing needs.

Derek is a Global Alliances consultant at Hogan Assessment systems, where he supports multinational consulting firms with using personality assessment in talent management initiatives. He holds an MBA from Indiana University and PhD in Business Psychology from The Chicago School of Professional Psychology.

Agenda• What is personality?• Why is it important?• About Hogan• Selection options• Development options• Last thoughts• Questions and Comments

3

How people are the same and how people are different.

Universal Themes: Getting along, getting ahead, finding meaning.

Individual Differences: The approach and ability to do so.

Identity vs. Reputation

I’m good at everything I do.

I take a new route to work every day.

Reputation is very stable.

And predictive…

Identity determines culture fit.

The roles we play in life.

And on teams.

Selecting the right people.

Knowing how people see you.

Development cycle.

Faking is irrelevant.

Personality is noble.

About Hogan.

The assessments.

Can you do the job?

Will you like the job?

What will get in your way?

Everyday strengths and weaknesses

Personal goals, interests, and

drivers

Overused strengths that derail careers

Some of our competitive advantages.

Over 30 years of independent

research

The inventories measure a person’s

reputation-- how others will likely

describe an individual

Predictive, with demonstrable

bottom-line results from improved

performance to reduced turnover

Framed in the context of

business and leadership; developed

exclusively on adults in the workplace

HoganSelect reports use personality assessment to:• Identify candidates’ work style• Understand their core drivers• Recognize patterns of behavior that

could get in the way

Criterion-Related (CR) Validation• Administer assessments to high and low

performing incumbents • Identify scales that best predict target job

performance• Establish job-specific candidate screening

guidelines

Validity Generalization (VG)• Analyze target job based on Subject Matter Expert

(SME) input• Use Hogan research archive to identify

assessment scales predictive of successful performance

• Establish job-specific candidate screening guidelines

Off-The-Shelf (OTS)• Seven pre-validated job family benchmark profiles• Provides a general candidate recommendation

Off-The-Shelf (OTS)• Quickly implemented• Based on past client research• No client customization• Provides a general candidate recommendation

Off-the-shelf OptionsLeader BasisLeader Basis

• Derived from the HPI, HDS, and MVPI

• Based on Hogan’s leadership research

• Provides an overall fit recommendation and an indication of strengths, challenge areas, and organizational culture fit

• Optional interview guide

• Derived from the HPI, HDS, and MVPI

• Based on Hogan’s leadership research



Express ReportsExpress Reports

• Derived from the HPI

• Based on Hogan’s archive of over 400 validation studies

• 7 job families

• Provides an overall fit recommendation and an indication of strengths, challenge areas, and interview style

• Derived from the HPI

• Based on Hogan’s archive of over 400 validation studies

• 7 job families

• Provides an overall fit recommendation and an indication of strengths, challenge areas, and interview style

Sales BasisSales Basis

• Derived from the HPI and MVPI

• Based on Hogan’s research into predictors of success in Sales roles



• Derived from the HPI and MVPI

• Based on Hogan’s research into predictors of success in Sales roles



Criterion-Related (CR) Validation• Highest Level Of Customization• Job Analysis Data Collected• Incumbents Assessed Using HOGAN• Performance Data Collected• Report tailored to your specific profile• Completed in 2-3 months

Validity Generalization (VG)• Compares job analysis data to other, similar jobs

in Hogan research archive• Focus groups with job experts• Custom profile tailored to your specific job• Report tailored to your specific profile• Completed in 1-2 months

Leveraging Research Methods

Custom Results Report OptionsCustom Competency

Report*Custom Competency

Report*

• May provide competency scores and ratings

• May include narrative text regarding candidate strengths and development recommendations

• May include behavioral interview items

• May provide competency scores and ratings

• May include narrative text regarding candidate strengths and development recommendations

• May include behavioral interview items

Fit Report*Fit Report*

• Compares results to a customized target profile

• Provides easy-to-interpret results

• Ideal for customized, high-volume screening


• Provides easy-to-interpret results

• Ideal for customized, high-volume screening

Basis Report*Basis Report*


• Provides an overall recommendation as well as indications of candidate strengths, development needs, and potential fit

• Behavioral Interview Guide


• Provides an overall recommendation as well as indications of candidate strengths, development needs, and potential fit

• Behavioral Interview Guide

Custom Competency Reports

Hogan Develop reports use personality assessment to: • Identify work strengths, shortcomings,

and core values• Provide development and managerial

tips • Ensure that you get the most from your

employees and employees get the most out of their careers

INSIGHT REPORTS• For emerging and mid-level

managers• Based on the HPI, HDS, or

MVPI• Used as a feedback tool for

selection or development• Describes strengths,

performance risks, and core values.

• Provides self-awareness needed to perform effectively

MANAGEMENT FOCUS

• Self-guided development • Based on the HPI and MVPI• Helps first-time managers

understand how their personality characteristics may influence their managerial approach

• Provides valuable insights to increase one’s overall managerial effectiveness

FLASH REPORT

• The Flash Report graphically displays HPI, HDS, and MVPI scale scores and provides raw data for HPI and MVPI subscales.

• Designed for use by a coach or feedback provider with expertise in Hogan interpretation

HoganLead gives leaders a clear understanding of:• Performance capabilities• Challenges• Core drivers

HoganLead provides them with the strategic self-awareness that makes good leaders great.

• Identifies a participant’s leadership potential

• Based on HPI• Details inherent personality

characteristics which contribute to the achievement of goals and desires

• Includes behavioral descriptions, leadership competencies, and comprehensive development recommendations

Potential Report

Challenge Report• Identifies eleven “derailment”

tendencies incited by stress, pressure, or boredom

• Based on HDS• Highlights stress- or

complacency-induced response tendencies capable of impeding the participant’s performance

Values Report• Explores ten primary scales

representing the participants core values and personal goals

• Based on MVPI• Predicts individual fit with a

career, team, division, organization, etc.

• Allows organizations to identify and coach around cultural and value disconnects

Summary Report• Self-guided interpretation of

Hogan results at high level• Based on HPI, HDS, and

MVPI• Integrates the Potential,

Challenge, and Value reports

The Hogan Team Report provides leaders with valuable information about their teams’ strengths, weaknesses, values, and internal dynamics and equips them with the strategies they need to help their teams achieve their full potential.

Last thoughts…

• offers a robust variety of functions for HR practices

• does not share the main concerns of cognitive testing (e.g., adverse impact)

• is stable across time (i.e., only need to administer to individuals once)

• is much easier to administer

Thank you for joining us!If you have any follow-up questions or would like to discuss how personality testing can best fit into your

processes, please contact:Andrew Kern

(916) [email protected]

or

Test Rental(866) 867-5272

[email protected]

Documents

Personality Testing in the Public Sector• 7 job families • Provides an overall fit recommendation and an indication of strengths, challenge areas, and interview style Sales Basis