Hogan Assessments

Hogan Assessments are a series of science-based aptitude tests used by employers to gain an accurate insight into prospective and existing employees’ personality and cognitive abilities. Organizations that use Hogan Assessments rely on the tools to improve the quality of hire, facilitate individual development, and enhance team effectiveness. 

The Hogan assessments help organizations identify characteristics that may impact an individual’s job performance as well as his/her fit within a particular role, team, or organizational culture.

Drs. Joyce and Robert Hogan pioneered the use of personality assessment to improve workplace performance. They are the industry leader with products and services used in 56 countries.

Types of Hogan Assessments

Hogan offers three kinds of personality and two kinds of cognitive ability tests.

Personality Tests include the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), the Motives, Values, & Preferences Inventory (MVPI), 

Cognitive Ability Tests include Judgment (J), and the Hogan Business Reasoning Inventory (HBRI).

The purpose of the assessments is:

  • To evaluate weaknesses and strengths. 
  • Identify high potential employees and leadership candidates.
  • Discover motivating factors and values. 
  • Establish pitfalls in individual’s personality that might impact future performance.
  • Predict how a person will behave within a professional environment and the critical driving forces behind these actions.

Everyone has a bright and dark side to their personality. The dark side characteristics demotivate individuals, while bright side characteristics motivate individuals.

Bright side personality qualities are displayed when a person is feeling positive and in control of a situation.

Dark side personality qualities can show through when someone is under pressure or agitated.

Hogan assessments allow employers to eliminate any potential bias based on gender, ethnicity, and race as part of the selection process. It focuses on bright or dark side personality qualities that will contribute to or detract from an organization’s workforce performance.

Recommended Study Resources for the Hogan Assessment

Put in as much preparation time as you can. There are online resources available to help you. 

High Scores = New Job

If you are serious about scoring high on your Hogan Assessment, try our recommended Hogan Assessment Prep Course/Practice Tests

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Free Hogan Practice Tests and Resources

Resource Notes
TestPrepXp Numerical Reasoning Quizzes 3 free numerical reasoning quizzes. 60 total questions.
TestPrepXp Error Checking Quiz 1 free error checking quiz. 20 total questions. 
TestPrepXp Inductive Reasoning Quiz 1 free inductive reasoning quiz. 22 total questions. 
TestPrepXp Cubiks Logiks Test 3 free Cubiks Logiks intermediate quizzes. 
Assessment-Training Verbal Reasoning Quiz 1 free verbal reasoning quiz. 10 questions. 
Assessment-Training Verbal Analogies Quiz 1 free verbal analogies quiz. 10 questions. 
Assessment-Training Abstract Reasoning Quiz 1 free abstract reasoning quiz. 8 questions. 
Assessment-Training Logical Reasoning Quiz 1 free logical reasoning quiz. 10 questions. 

Hogan Assessment Content Outline

Hogan Assessments

(click on image to enlarge)

Five Assessment tests make up the Core Hogan Assessments:

Test Completion Time  Questions  Purpose  Predicts 
HPI 30-40 mins 220  Describes normal personality qualities  How people work 
HDS 15-20 mins 170  Uncover blind spots that could lead to career derailment   
MVPI 15-20 mins 200  Assess fit between values  Success & job satisfaction 
J Not timed   Determine the decision making approach & reaction to feedback  Individual's ability to learn from feedback
HBRI 25-30 mins 24  Identify an individual's problem-solving style and areas that need improvement  Job performance 

Hogan Personality Assessment Tests

The three Personality tests are related, but each measure’s a different aspect of a person’s personality.

Hogan Personality Inventory Test

The Hogan Personality Inventory test assesses how you relate to others daily. Employers use this to determine if you work well with others. Would you be more successful as a leader or a follower?

Seven bright side primary scales used in this assessment:

  • Adjustment measures a person’s self-confidence, self-esteem, and working under pressure.
  • Ambition measures a person’s desire to lead, their initiative, and their competitiveness.
  • Sociability measures a person’s need for social interaction and extravert tendencies.
  • Interpersonal Sensitivity measures a person’s likeability, their tact, and their ability to maintain relationships. 
  • Prudence measures a person’s responsibility, self-discipline, and the ability to be thorough.
  • Inquisitiveness measures a person’s imagination and curiosity.
  • Learning Approach measures a person’s enjoyment of learning and ambition to keep up with current knowledge.

You will work through a series of statements, with which you will strongly disagree, disagree, agree, or strongly agree. 

Example:

After being alone for a while, I really feel the need to be with other people.

  • A. Strongly Disagree
  • B. Disagree
  • C. Agree
  • D. Strongly Agree

Hogan Development Survey

The Hogan Development Survey evaluates how an individual manages relationships and issues in times of crisis. Employers use this to determine whether your behavior in an emergency would harm work performance and social interactions. Would it be a risk to the company?

Eleven dark side personality scales used in this assessment:

  • Excitability measures a person’s ability to work with passion and enthusiasm, and their tendency to be easily frustrated, moody, irritable, or give up on projects or people.
  • Skepticalness measures a person’s tendency to be alert for deceptive behavior in others and take action when it is detected.
  • Cautious measures risk aversion, fear of failure, and avoiding criticism.
  • Reserved measures seeming harsh, aloof, remote, and unconcerned with the feelings of others.
  • Leisurely measures how a person appears to be friendly and cooperative, but following one’s agenda and quietly stubbornly resisting others.
  • Bold measures seeming fearless, confident, and self-assured, always expecting to succeed and unable to admit mistakes or learn from experience.
  • Mischievous measures impulsiveness, adventurousness, and risk-seeking.
  • Colourfulness measures gregariousness, fun, entertaining, and enjoying being in the spotlight.
  • Imaginative measures innovation, creativity, possibly eccentric, and self-absorbed.
  • Diligent measures being hardworking, detail-oriented, and having high standards of performance for self and others.
  • Dutiful measures being compliant, conforming, and eager to please others.

You will read through a series of statements and determine if they are True or False.

Example: 

Strangers quickly recognize my talent and intelligence.

  • A. True
  • B. False

Hogan Motives, Values, Preferences Inventory Test

The Hogan Motives, Values, Preferences Inventory assesses your core goals, drives, interests, and values. Employers use this to determine what motivates you. What position would suit you best?

Ten dark and bright side personality scales used in this assessment:

  • Recognition measures a person’s responsiveness to attention, approval, and praise.
  • Power measures the desire for success, accomplishment, status, and control.
  • Hedonism measures a person’s orientation for fun, pleasure, and enjoyment.
  • Altruistic measures the desire to help others and contribute to society.
  • Affiliation measures a person’s enjoyment and preference for social interaction.
  • Tradition measures a person’s dedication to strong personal beliefs.
  • Security measures the need for predictability, structure, and order.
  • Commerce measures a person’s interest in money, profits, investment, and business opportunities.
  • Aesthetics measure the need for self-expression, concern over look, feel, and design of work products.
  • Science measures a person’s interest in knowledge, research, technology, and data.

You will read through a series of statements with which you will answer, agree, disagree, or undecided.

Example: 

Job security is more important than job satisfaction.

  • A. Agree
  • B. Disagree
  • C. Undecided

Hogan Cognitive Ability Assessment Tests

Hogan Business Reasoning Inventory Test

The Hogan Business Reasoning Inventory test measures your tactical and strategic reasoning. Employers use this assessment to determine how you solve problems and identify gaps, flaws, and errors in written and numerical items.

Three types of questions are presented in this assessment:

  • Verbal Reasoning & Logic questions such as word analogies or logic puzzles.

Example:

Submarine is related to Water the same way Oil is related to

  • A. Ground
  • B. Industry
  • C. Fire
  • D. Air
  • E. Flow
  • Numerical Reasoning questions involving calculations of distance, area, or percentage based on information presented in tables, charts, or graphs.

Example:

Hogan Assessments

  • Abstract Thinking questions involving the manipulation of 2-D or 3-D figures.

Example:

Which blocks complete the following sequence?

Hogan Assessments

Hogan Judgment Assessment

The Hogan Judgment Assessment is a combination of the personality and cognitive ability assessment questions. The Judgment Assessment evaluates how a person makes decisions and measures their response to the results of their decision and negative feedback.

Employers use this assessment to determine how quickly you can process complex information and its effect on your decision-making process. Can you take responsibility and accept the results, or will you push the blame onto others?

Judgment falls into three categories:

  • Learning assesses how you prefer to learn, whether with words, images, or with numbers and symbols. 
  • Deciding assesses your decision making process. The decision-making process is affected by our personalities, amongst many other factors, and can create bias when making decisions.
  • Adapting assesses how you react to a good or bad decision. 

Administration of the Hogan Assessment

Hogan assessments are online assessments. To complete a Hogan Assessment, you will be provided with a username and password, which will allow you to access the online assessment platform.

How is the Hogan Assessment scored?

Hogan scores assessments through a combination of percentile ranking systems and normative test results. Normative scores show how you rank compared to other people who have taken the test previously.  A percentile placement score is given for each trait to indicate whether your score is low, below average, above average, or high compared to others who have previously taken the test. There is no ideal personality or score. 

Hogan Assessment Scores

Hogan Insight MVPI Sample Score Report© 2013 Hogan Assessment Systems Inc.

FAQS about the Hogan Assessment

What are my assessments used for by my employer?

Hogan Assessments are used for pre-hiring selection, assessing safety-related behavior, identifying high potential employees, and developing leaders.

Can I see my assessment results?

Whether or not you can see your assessment results is up to your employer’s system administrator.

What is a good score on the assessments?

There is no such thing as an ideal score or personality profile. Each individual’s assessment scores are likely to reveal some strengths and some potential challenges or risk factors