Hogan Assessment: Guide & Tips
The Hogan Assessment is the world's first science-backed personality test for use in business. It cleverly differentiates between the bright and dark sides of the brain, allowing employers to fully understand the candidate's personality while eliminating bias from the hiring process.
Hogan Assessments are a series of aptitude tests used by hiring managers when recruiting into senior positions. They assess a candidate's personality and cognitive ability through a series of science-backed examinations.
The Hogan Assessment helps to eliminate prejudice from the recruitment process and facilitates employers to take on staff that are the perfect fit for their company. These assessments are also used when considering individuals for promotion into leadership positions.
The Hogan Assessment test was founded in 1987 by Drs Joyce and Robert Hogan. Built on over 30 years of research, the Hogan Assessment test claims to be the first personality test to measure personality for use in business scientifically.
The Hogan Assessments are a series of aptitude tests used by employers all over the globe to get a better understanding of potential employees' personalities.
The Hogan Assessment identifies motivating factors in individuals, allowing hiring managers to quickly establish if a person's core values align with those in the business.
The Hogan Assessment is an extremely popular tool for identifying leadership qualities and is often used when recruiting for high-level positions, such as managing directors and CEOs.
Using such a rigorous personality test in the hiring process also helps to eliminate conscious and unconscious bias.
There are several Hogan Assessment tests, each designed to evaluate specific elements of an individual's personality. These tests are split into two categories: personality tests and cognitive ability tests.
There are three unique personality tests as part of the Hogan Assessment. These are the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Hogan Motives, Values & Preferences Inventory (MVPI).
The Hogan Personality Inventory assesses the bright side of a candidate's personality. This is designed to capture how an individual operates when feeling at their best. The Hogan Personality Inventory allows employers to assess how well an individual will work with others, determining whether they have the correct attributes to be a strong leader.
This part of the Hogan Assessment test takes 15 to 20 minutes, with 206 questions. The test uses seven primary scales to determine how specific personality traits impact performance in the workplace:
- Adjustment – A high score on the adjustment scale shows a person works well under pressure and has high self-esteem.
- Ambition – The ambition scale shows a candidate's desire to lead. A high ranking on this scale indicates that an individual is competitive and energetic. A lower score can show that a person is a strong team player who is willing to let others lead.
- Sociability – As the name suggests, someone who ranks highly on the sociability scale would be considered an outgoing person. A lower score implies that a person works better independently.
- Interpersonal Sensibility – A high score on this scale shows a solid ability to build and maintain relationships and general likeability.
- Prudence – An individual who ranks low on the prudence scale would be considered flexible but impulsive, whereas a high-ranking indicates a dependable individual.
- Inquisitive – High scores on the inquisitive scale signify a creative and imaginative candidate. Conversely, a lower score tends to highlight a much more practical personality.
- Learning Approach – A high score on the learning approach scale denotes a person who has a strong interest in continuous learning.
Candidates will be asked to work through a series of statements and declare whether they strongly agree, agree, disagree, or strongly disagree.
Hogan Assessment Sample Questions (HPI)
- When at work, I like to complete tasks as fast as possible
- I work best as part of a team
- I am extremely competitive
The attributes the employer will be looking for will vary dramatically depending on the role. Therefore, there is no 'correct' answer to the Hogan Assessment.
In contrast to the Hogan Personality Inventory, the Hogan Development Survey assesses the dark side of the brain.
It aims to evaluate how an individual will react in times of stress and hardship.
All businesses go through times of immense pressure and strain; therefore, the Hogan Development Survey evaluates how specific personality types react in these circumstances.
The Hogan Development Survey uses eleven personality scales:
- Excitable – A candidate who appears at the upper end of the excitable scale is generally one who is highly emotional, displaying incredible highs as well as dramatic lows. Someone who scores low on this scale will rarely express emotion, which suggests a lack of passion.
- Skeptical – Someone who ranks highly on this scale has a very untrusting personality and could be deemed to be cynical.
- Cautious – As the name suggests, this personality scale relates to taking risks. Those at the lower end of the scale will likely take significant risks without fully considering the repercussions. However, those with high marks may be regarded as overly cautious and unable to take necessary risks.
- Reserved – A very high score here shows an unempathetic personality, implying the candidate may have issues building meaningful relationships.
- Leisurely – A low ranking on the leisurely scale suggests the candidate lacks direction in their career. However, a high score shows a stubborn attitude with a reluctance to listen to the ideas of others.
- Bold – A high score here indicates a person who is overly self-confident and unwilling to admit their own mistakes.
- Mischievous – A low score on the mischievous personality scale implies an individual is conservative and risk-averse. Conversely, those who rank at the upper end of the scale are often impulsive and struggle to stick to commitments.
- Colorful – A high score on the colorful scale shows an eccentric individual who loves being the center of attention.
- Imaginative – A highly imaginative individual is someone who can regularly offer ground-breaking ideas. Someone who scores low on this scale will rely more on routine and guidance.
- Diligent – Those with high scores on the diligent scale will have extreme attention to detail. However, this could cause micromanagement tendencies in leadership roles.
- Dutiful – A high score here shows that an individual may be too eager to please management, whereas a low score indicates the candidate may have issues following instructions and demonstrate bitterness towards senior team members.
As with the Hogan Personality Inventory, candidates will receive a series of statements and be asked to mark how much they agree with each.
There are 170 questions on the Hogan Development Survey, which takes around 20 minutes to complete.
Hogan Assessment Questions – HDS Examples
- I like to keep things in my control
- I have a tendency to micromanage
- Sometimes, people take advantage of me
As the name suggests, this element of the Hogan Assessment is designed to test an individual's motives in the workplace.
By understanding an individual's core values, a company can quickly evaluate if that person will be a good fit for the business.
The Hogan MVPI is an excellent tool for building diverse, dynamic teams.
Ten primary scales are used in the Hogan Motives, Values & Preferences Inventory:
- Recognition – A high scorer here is responsive to attention, placing a high value on public opinion. Those at the lower end of the scale are eager to share credit.
- Power – A top score indicates a desire for a leadership position, with lower scorers avoiding confrontation and seeking guidance.
- Hedonism – A low score here implies the individual prefers a formal, traditional work setting. Alternatively, those with high scores for hedonism value fun, alternative workplaces.
- Altruistic – High ranks here indicate the candidate places high value on helping others and providing a contribution to society.
- Affiliation – Individuals who rank low on the affiliation scale are very independent and prefer working alone. Conversely, a high score indicates a social person who values working as part of a team.
- Tradition – Candidates who score high marks for tradition prefer routine and place a high value in their personal beliefs. A low score indicates a person is open to change.
- Security – A high score here indicates a risk-averse individual, whereas a low mark signifies a personality more open to adventure and experimentation.
- Commerce – A low mark for commerce signifies a person places more worth in relationships than profitability.
- Aesthetics – A high score for aesthetics highlights an appreciation for self-expression, placing a high value on individuality.
- Science – A low score here shows the candidate prefers working with people over technology. A high score displays a passion for research and technology.
The MVPI test consists of 200 questions and typically takes around 20 minutes to complete.
Again, candidates will be given a series of statements and asked to rank how much they agree with each.
Hogan Assessment Sample Questions – MVPI
- I find it easy to stay motivated, even without recognition
- The right way to live is to constantly have fun, new experiences
- I do not like it when work interferes with my personal life
As well as the personality tests, the Hogan Assessment also uses two Cognitive Ability Tests.
These include the Hogan Judgement Test (HJT) and the Hogan Business Reasoning Inventory (HBRI).
The Hogan Judgement test blends a personality test with a cognitive ability evaluation. This element of the Hogan Assessment evaluates both the bright and dark sides of the brain.
This Hogan Judgement test considers how quickly candidates can process complex information and determines the effect that has on a person's ability to make decisions.
This part of the hogan assessment is vital for those in leadership positions in fast-paced industries.
This final element of the Hogan Assessment helps companies understand how potential employees will strategically reason in the workplace. Interestingly, this test also assesses how individuals avoid repeating past mistakes.
During the HBRI, candidates will encounter numerical, verbal and abstract reasoning questions.
It comprises 24 questions, which are all multiple choice, and takes around 30 minutes to complete.
Hogan Assessment Questions – HBRI Examples
1. A low priority is to urgency as a small budget is to?
a) Low spending
b) High spending
c) Small payments
2. Box A weighs 85 kg. Box B is 15 kg. Box C is 105 kg. Two of them together on the same scale could not weigh:
a) 100 kg
b) 120 kg
c) 190 kg
d) 170 kg
The Hogan Assessments are scored on a series of sliding scales, covering the attributes mentioned throughout this article.
A percentile score will be attributed to each result and compared to other candidates' results.
Participants must understand that a high score is not necessarily good, and a low score does not equate to failure.
It entirely depends on the attributes that the hiring manager is searching for.
Before starting the Hogan Assessment, candidates should be familiar with the qualities and traits their employer is searching for. These will be readily available on the company website but also in the job description.
If there is uncertainty, hiring managers will be more than happy to answer any questions.
Especially important for those who are not familiar with personality tests, understanding the structure of each assessment is vital. There are many Hogan Assessment sample questions online that will enable you to thoroughly prepare.
Employers are utilizing this science-backed assessment, as they want to understand your true personality. While it is crucial you appreciate the factors the company is striving for, always remember to be yourself.
You will most commonly be provided with log-on details and asked to complete the Hogan Assessment from home. So, ensuring you have a quiet space to work with a solid internet connection is essential.
The Hogan Assessment is a series of personality and cognitive tests used in the recruitment stage when hiring for leadership positions.
The Hogan Assessment is used in over 50 countries and is available in 40 languages. Over one million Hogan personality tests are completed yearly and used in smaller firms and fortune 500 global companies.
The Hogan Assessment tests ask various situational questions to gauge how you will act in the workplace. Some problems may not seem relevant to work, but the questions are cleverly designed to understand different personalities thoroughly.
To have a successful experience with the Hogan Assessment, people must be true to themselves; employers can immediately recognize those attempting to skew the test results.
Many deem the Hogan assessment to be very difficult – preparation is key!
There are ample resources online for Hogan Assessment sample questions, such as TestPrepOnline.
In addition, many of the more premium services also provide candidates with a Hogan Assessment sample report, which can be very useful in the revision process.
As mentioned, the best way to prepare for the Hogan Assessment is to complete as many Hogan Assessment practice tests as possible.
There is no such thing as a 'good score' for the Hogan Assessment test. The qualities an employer is searching for will depend hugely on the job role and industry.
As mentioned, there are no 'correct' answers to these tests.
However, there will be key personality factors the hiring manager is searching for. If the candidate and company's values do not align, it is unlikely that the application will be successful.
Only a certified user can see your Hogan Assessment results at the company you are applying to. Therefore, it will depend hugely on that company's timescale.
Most companies do not allow candidates to retake the Hogan Assessment. The results from this examination are highly stable; therefore, a retake would present very similar results.
The Hogan Assessment test is a widely used tool designed to understand a candidate's personality and cognitive ability.
It comprises five core tests, each evaluating a different aspect of an individual's character.
There are three crucial elements to a successful score in the Hogan Assessment:
- Understanding what the company wants
- Preparing for the various exams
- Presenting your most authentic self