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Hogan Assessments

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Authorized Reseller

Knowing and understanding one's personality type, as well as those around you, can be a critical step to progress in personal and professional development. 

I am a Accredited Practitioner and Authorised Reseller through Peter Berry Consultancy in Sydney in the Hogan Assessments suite, which is directed as a selection and development tool in the business environment.  These can be particularly useful with CEOs, their direct reports and any high potential employees.

The Hogan Assessments assist in assessing Job Fit and Predicting Performance. If used in combination with the Lominger Leadership Architect to assess competencies required for a position, an organisation better positions both the individual and organisation for success.

There are 4 Hogan instruments as follows:

1. Hogan Personality Inventory - The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.

This inventory measures on a scale of 1-100 against 7 personality scales (and 42 sub-scales thereunder) where there is no right nor wrong with a high or low score:

  • Adjustment (Concerns composure, optimism, and stable moods)
  • Ambition (Concerns taking initiative, being competitive, and seeking leadership roles)
  • Sociability (Concerns seeming talkative, socially bold, and entertaining)
  • Interpersonal Sensitivity (Concerns being agreeable, considerate, and skilled at maintaining relationships)
  • Prudence (Concerns being conscientious, dependable, and rule abiding)
  • Inquisitive (Concerns being curious, imaginative, visionary and easily bored)
  • Learning Approach (Concerns enjoying formal education and activity staying up to date on business and technical matters)
A sample report can be viewed and downloaded below.

2. Hogan Motives, Values, Preferences Inventory - The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive. 

There are 10 core Motives and Values that are measured under this assessment:

  • Recognition (Desire to be known, seen, visible and famous)
  • Power (Desire for challenge, competition, achievement and success)
  • Hedonism (Desire for fun, excitement, variety and pleasure)
  • Altruistic (Desire to serve others, to improve society, and to help the less fortunate)
  • Affiliation (Need for frequent and varied social contact)
  • Tradition (Concern for morality, family values, and devotion to duty)
  • Security (Need for structure, order and predictability)
  • Commerce (Interest in earning money, realising profits, and finding business opportunities)
  • Aesthetics (Interrest in the look, feel, sound and design of products and artistic work)
  • Science (Interest in new ideas, technology, and a rational and data based approach to problem solving)
A sample report can be viewed and downloaded below.

3. Hogan Development Survey - The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem. 

There are 11 scales in this Development Survey which are grouped into 3 broad ways in which individuals may behave under pressure and can potentially "derail":

  1. Moving Away
    1. Excitable (Concerns being overly enthusiastic about people/projects, and then becoming disappointed with them)
    2. Skeptical (Concerns being socially insightful, but cynical and overly sensitive to criticism)
    3. Cautious (Concerns being overly worried about being criticized)
    4. Reserved (Concerns lacking interest in or awareness of the feelings of others)
    5. Leisurely (Concerns being charming, but independent, stubborn and hard to coach)
  2. Moving Against
    • Bold (Concerns having inflated views of one's competency and worth)
    • Mischievous (Concerns being charming, risk taking, and excitement seeking)
    • Colorful (Concerns being dramatic, engaging, and attention seeking)
    • Imaginative (Concerns thinking and acting i interesting, unusual, and even eccentric ways)
  3. Moving Towards
    • Diligent (Concerns being concientious, perfectionistic, and hard to please)
    • Dutiful (Concerns being eager to please and reluctant to act independently)
A sample report can be viewed and downloaded below.

4. Hogan Business Reasoning Inventory - The Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. By assessing reasoning style, you can identify candidates’ problem-solving style, understand their capacity, and identify areas for development.

This inventory measures 3 types of reasoning ability:

  • Strategic Reasoning
  • Tactical Reasoning
  • Critical Reasoning

Peter Black,
4 Jan 2016, 15:15
Peter Black,
26 Dec 2012, 15:36