Hogan Assessments

Hogan assessment tests evaluate key qualities such as cognitive abilities and personality traits to predict performance, helping you select the right candidate for every role — without bias. These assessment tests are used by organizations to screen candidates and predict workplace success. The assessment lets you measure essential employability, work style, safety consciousness, and organizational fit.

Bringing new team members on board is essential for any successful business organization. However, effective onboarding requires more than just getting a new hire up to speed; it also means helping the worker integrate quickly and effectively into the team’s culture and dynamics. Hogan Assessments can also be used to support the onboarding and development of existing employees, helping organizations identify development opportunities and evaluate team fit within their current workforce. The key to success lies in evaluating and addressing any probable derailers that could interfere with their performance. By focusing on such potential risks, leaders can create an environment in which new hires can transition smoothly into the workplace while developing relationships and a positive professional reputation, ultimately improving workplace performance during the onboarding process.

Assessments cultivate strategic self-awareness and support career development by identifying individual motivations and growth opportunities, so employees, leaders, and your business will reach their highest potential. Hogan Assessments provide valuable insights that directly impact leadership effectiveness, helping improve performance by identifying and managing high-potential employees and developing your organization’s next generation of top talent. Personality assessment plays a crucial role in employee and leadership development, ensuring alignment with organizational goals and long-term success.

Succession planning involves identifying who can or may move into different roles within the organization when needed, with a particular focus on finding candidates for leadership positions. Assessments help to ensure that the most suitable staff are in place should a vacancy occur and also allows for smooth transitions between leaders as they come and go. On the other hand, team building is a crucial tool for developing strong teams with complementary resources and mutual trust between members. Leadership assessment tools are often used to evaluate team members' readiness for leadership roles, ensuring the organization can nurture and promote future leaders effectively.

The preferences inventory measures core motives, values, and preferences, providing insight into what fundamentally drives an individual. The MVPI, sometimes referred to as Hogan Motives, helps assess career drivers and organizational culture fit. Depicting the “core drivers” of personality, the MVPI identifies individuals’ motivations and the ideal setting for them to be productive. Understand what drives the minds and hearts of your people and where someone has synergy or dissonance with your organization’s culture.

The Hogan Personality Inventory (HPI) measures normal personality traits relevant to workplace behavior. The HPI includes seven primary scales and six occupational scales, which are designed to evaluate different aspects of personality and occupational fit. It is based on the five factor model, a scientifically validated framework for understanding personality. The HPI is used to measure everyday strengths in the workplace, helping organizations understand how individuals' tendencies may compound, complement, or counteract their team’s strengths. Showcasing the “bright side” of personality, the HPI describes how a person relates to others when they are at their best. See the day-to-day personality of an individual and whether their tendencies compound, complement or counteract your team’s strengths.

Revealing the “dark side” of personality, the Hogan Development Survey (HDS) measures risk factors and potential behavior risks before they become a problem. The HDS uses three independent scales to evaluate non-cognitive abilities, including post-decision behavior and how individuals respond to negative feedback, providing a comprehensive assessment of judgment beyond traditional cognitive measures. Predict where strengths become a liability, how stress impacts a person’s demeanor, or when a teammate might derail the mission. Respondents may be asked to indicate if they strongly disagree with certain statements about emotions or behavior tendencies, which helps assess honesty and reveal traits under stress.

Hogan's team assessment helps you to better manage your business by identifying the mix of personalities within each team, recognizing common derailers, and revealing how shared values impact performance.