Hogan Assessment Systems, a specialist in personality assessment and consulting, releases a study that validates the combination of normal and derailing personality measures to screen applicants adds value to the selection process. Hogan's study, "HPI and HDS: Combining Assessments to Predict Job Performance," covers a wide range of industries including among others, pharmaceutical, consulting, manufacturing, public service, and airlines. Featured case studies demonstrate the different ways organizations apply two distinct personality assessments in order to drive business outcomes that range from increases in employee productivity to growth in sales revenue.

The Hogan Research Division set out to demonstrate the incremental validity of using two measures of personality assessments, the HPI and HDS, during the selection process. The HPI is the first business-related measure of normal personality designed to predict occupational performance and real-world outcomes. The HDS identifies personality-based performance risks and derailers of interpersonal behavior that are hard to detect during an interview.

"Through a series of analyses, we found that the combination of normal personality (HPI) and derailing personality (HDS) is the best predictor of job performance," states Jeff Foster, Ph.D., Director of Research for Hogan Assessment Systems.

Highlights from the HPI and HDS incremental study include: a yield of over $3.1 million more in sales for sales representatives who meet the combined HPI and HDS profile; police officers meeting the composite profile are twice as likely to be rated as a high performer and three times more likely to be requested for critical assignments; and Account managers meeting the stated profile result in a 42% decrease in lost revenue. The study features return on investment (ROI) data from 12 unique research studies using the Hogan Personality Inventory (HPI) and the Hogan Development Survey (HDS).

Article courtesy of Kennedy Information Recruiting Trends providing leading edge insights and strategies for the recruiting professional