You’re prepping for your next Hogan feedback session and note that your participant has no high scores on the Hogan Development Survey (HDS). What a conundrum! Is this a common occurrence, you wonder? What else can you look for to add value to your profile interpretation?
Is this a common occurrence?
Looking at our UK data set of over 55,000 Hogan Development Survey (HDS) completions, and with the help of the data team at Hogan Assessment Systems, we found a surprising 39% of our UK HDS client profiles had no scores at the 90th percentile or above, dropping only to 34% at the 85th percentile or above. So you’re definitely not alone.
But what can you look for to add value to your Hogan Development Survey (HDS) profile interpretation?
Our guidance is based on the interpretation of all three tools within the suite together, the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI), which helps to add flavour to the discussion.
1. Are there any moderate scores on the Hogan Development Survey (HDS) that could be meaningful? Explore how these could be effective and if they are ever counterproductive.
2. Are there any very low scores in opposition to higher points on the profile, or in line with the Hogan Personality Inventory (HPI)?
3. Explore what makes the participant distinctive. What do you feel makes them stand out? Can they think of a quality everyone admires them for? What is their social reputation? What characteristics most contribute to their success, in their career, and in life generally? Do they think having no extremes in their personality has limited their career progress in any way?
Furthermore, consider the relationship between Hogan Development Survey (HDS) and the Hogan Personality Inventory (HPI). Based on our UK data, it was found that there is a sizable relationship between the lack of derailers and the Adjustment Scale. In other words, the more emotionally stable you are the more likely you are to have no HDS scores at the 85th percentile or above.
Just to note, be careful with the descriptors under low scores on the Hogan Development Survey (HDS), as not all of these will apply – supporting our use of the whole profile to consider which points are applicable.
Watch this conversation in full, with real-life profile examples, and get in touch with any questions or Hogan-related topics you’d like to see covered in a future webinar!