Unlock Your Team's Potential
Built on more than 30 years of scientific research and backed by one of the largest teams of Ph.D. and Masters-level psychologists, Hogan Personality Assessments are a powerful suite that helps you gain a critical understanding of your people’s values, day-to-day personality, and leadership blind spots. Hogan assessments are a valuable tool for leadership development, organizational psychology, and talent management, providing actionable insights into personality and problem-solving abilities.
Proven at scale
Trusted by 75% of The Fortune 500
Hogan Assessments, provided by Hogan Assessment Systems, are useful throughout the Talent Management Life Cycle. These assessments are often integrated into the hiring process for candidate selection, leadership evaluation, or development purposes. If a search firm is running your selection, it is worth knowing what to ask a search firm about how they assess candidates.
TRANSEARCH has an unparalleled track record of predicting success and mitigating risk. Hogan Assessments are considered reliable personality assessments, backed by scientific validation and proven results.
Talent Acquisition
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.
Onboarding
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.
Talent & Leadership Development
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 and Team Building
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.
Who it's for
Who We Serve
The C-Suite
loves Hogan Assessments because they are grounded in extensive personality research, developed with strict attention to proven psychological theory, are continuously tested to ensure validity, and have consistently received outstanding reviews from third-party sources.
Management Teams
love Hogan Assessments because they provide insights into an individual's personality and workplace behavior, identifying characteristics that may impact an individual’s job performance and his/her fit within a particular role, team, or organizational culture.
Candidates
love Hogan Assessments because they facilitate strategic self-awareness, providing an understanding of what motivates them to succeed, how they work, how well they work with others, and what is most likely to get in your way.
Inside Hogan
Gain The Hogan Advantage
MVPI: Motivations Values Preferences Inventory
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.
HPI: Hogan Personality Inventory
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.
HDS: Hogan Development Survey
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.
TEAM Profile: Roles, Conflict, Culture
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.
Making sense of the data
Interpreting Results
Interpreting Hogan assessment results is a pivotal step in unlocking the full potential of your team and maximizing organizational success. The Hogan assessment suite—including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), Motives, Values, Preferences Inventory (MVPI), and Hogan Business Reasoning Inventory (HBRI)—provides a comprehensive view of an individual’s personality traits, core values, and cognitive abilities.
When reviewing Hogan assessment results, it’s important to look beyond the numbers and understand what they reveal about an individual’s everyday strengths, potential performance risks, and underlying motivations. The HPI measures seven primary scales, such as interpersonal sensitivity, prudence, and ambition, offering insight into how someone typically interacts and performs at work.
The HDS highlights possible derailers—behaviors that may emerge under stress and impact job performance—while the MVPI uncovers the core values and drivers that shape workplace preferences and culture fit.
The Hogan Business Reasoning Inventory (HBRI) adds another layer by evaluating verbal and numerical reasoning skills, helping organizations assess an individual’s ability to solve problems, interpret numerical data, and make sound decisions. This is especially valuable for roles requiring strong cognitive ability and qualitative reasoning.
To make the most of Hogan assessment results, organizations should:
- Identify Strengths and Development Areas: Use the assessment results to pinpoint an individual’s key strengths and areas for improvement, supporting targeted employee development and professional growth.
- Predict Leadership Potential: Leverage insights from the Hogan personality tests to assess leadership potential, inform succession planning, and develop future leaders who can drive organizational success.
- Mitigate Performance Risks: Recognize potential derailers and performance risks early, allowing for proactive coaching and development solutions that enhance job security and job satisfaction.
- Enhance Team Dynamics: Understand how different personality traits and values interact within teams, promoting diversity, collaboration, and effective team building.
- Support Talent Management Decisions: Use the comprehensive data from the Hogan assessment suite to inform hiring, promotion, and job placement decisions, ensuring the right fit for each role and maximizing occupational success.
Interpreting Hogan assessment results also means considering the broader context—how an individual’s personality, reasoning ability, and core values align with your organization’s culture and strategic goals. By integrating these insights into your talent management and leadership development strategies, you can foster a high-performing, engaged, and resilient workforce.
For organizations seeking a deeper understanding, combining Hogan assessment results with additional tools like the Hogan Judgment Test can provide even richer insights into decision-making and judgment capabilities. This holistic approach ensures you’re not only identifying key talent but also equipping them with the self-awareness and skills needed for long-term career success.
Interpreting Hogan assessment results is about transforming data into actionable insights—empowering your people, developing leaders, and building a foundation for sustainable organizational growth.
Through TRANSEARCH
Working With a Certified Hogan Provider
A Hogan report is only as useful as the person reading it. The scales are normed against a general population, so a score that reads as a strength in one role is a live risk in another. Interpretation is the work, and it is where a certified administrator earns their place.
TRANSEARCH partners are certified in Hogan Assessments. Cristina Franzoni is Hogan Assessment Certified and Nic Karczewski is a Certified Hogan Assessment administrator, so the people reading your results are the same people who know the role, the market and the organization you are hiring into.
Assessment inside an executive search
When Hogan is built into a retained executive search, the findings do not arrive as a standalone report once the shortlist is already set. They inform the shortlist while there is still time to act on them. We read Hogan alongside the Orxestra Method, so personality data and cultural fit are weighed together rather than in separate conversations.
Assessment for a team already in place
Hogan is not only a selection tool. We also run assessments across an existing leadership team at a client's request, which surfaces how that group behaves under pressure, where motivations diverge, and which gaps are structural rather than individual. That work sits alongside our wider executive assessment practice.
Reading the result against the role
A derailer that would sink a CFO can be survivable in a commercial role that rewards boldness. We read the profile against the specification we built with you rather than against a generic leadership ideal, which is the difference between receiving a report and reaching a decision.
What People Say
Trusted by leaders worldwide
Good to know
Frequently Asked Questions
Who uses Hogan assessments?
Hogan Assessments are used by 75% of the Fortune 500. They are applied throughout the talent management life cycle and are frequently built into hiring processes for candidate selection, leadership evaluation and development.
Where do Hogan assessments fit in the talent lifecycle?
They are used across talent acquisition, onboarding, talent and leadership development, and succession planning and team building. The same instrument that informs a hiring decision can later guide how a leader is developed and how a team is composed.
Are Hogan assessments only useful for hiring?
No. They are equally valuable for developing leaders already in post, easing onboarding, planning succession and building teams, because they surface how someone operates day to day rather than only whether to appoint them.
What is the research behind Hogan assessments?
Hogan Assessments are built on more than 30 years of scientific research and backed by one of the largest teams of Ph.D. and Masters-level psychologists in the field. That evidence base is what separates them from personality questionnaires with no predictive validity.
Do you need to be certified to interpret Hogan assessments?
Hogan reports are built to be interpreted rather than read at face value. The scales are normed against a general population, so a score only becomes meaningful once it is set against the demands of a specific role. TRANSEARCH partners are certified in Hogan Assessments, and the same people who scope the search read the results.
Can TRANSEARCH run Hogan assessments outside of a search?
Yes. Hogan assessments are run on candidates during an active executive search and also across an existing leadership team at a client's request, where the goal is understanding how the current group operates rather than deciding whom to appoint.
How do Hogan assessments work alongside the Orxestra Method?
Hogan measures the individual, covering day to day personality, derailers under stress and core motivations. Orxestra measures fit against culture, strategy and team. Used together they answer two different questions, which is whether someone can do the job and whether they can do it here.
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