The Hogan Assessments company was founded in 1987 by psychologists Joyce and Robert Hogan, who are respected professionals in the area of personality assessment and talent development, releasing many articles and researches on the subject.
After contributing to this field of study for many years, and receiving a number of awards, the couple decided to produce assessments that could effectively predict workplace performance with the use of modern psychology.
The company started as a small business and grew into a global service provider, with offices in 56 countries. Hogan is also known for working with more than half of the Fortune 500 companies, making their assessments a part of the recruitment process for the top businesses.
All of the assessments developed by Hogan are focused on personality, judgment, and business reasoning. They can be focused on talent acquisition, used in hiring processes, or talent development, used in staff assessment.
Their website contains dozens of different tests that will focus on different positions and skills and predict how a candidate or employee is prone to dealing with issues, judging workplace situations, and communicating with others.
The companies using Hogan tests are very diverse including financial services pharmaceuticals, retails, and customer service. They also develop assessments for every position level, from executives to trainees.
Hogan has used years of psychological research to produce accurate examinations that are able to determine which person has the necessary qualities to be in a certain position. This can be determined with a personality questionnaire and a reasoning test, which we will discuss in detail later on.
The most popular types of Hogan assessments are:
Hogan Personality Inventory – HPI
The personality inventory exams are able to determine how we deal with workplace situations when we are at our best. This particular type of test will focus on the bright-side of the personality, determining the best characteristics of one’s behavior.
It lasts between 15 to 20 minutes and has assessed more than 3 million participants so far, and it’s one of Hogan’s most popular products. The personality inventory has also been validated in over 1.000 studies, which proves its effectiveness.
The features tested in this exam are:
- Adjustment – Determines how well the person is able to receive feedback and how they deal with pressure and change.
- Ambition – Determines how well the person acts in group projects, some are competitive while others are willing to let colleagues lead.
- Sociability – Determines how the person is able to socialize if they are introverted or extroverted if they enjoy working alone or in groups.
- Interpersonal Sensitivity – Determines how someone deals with conflict if they are averse to it or willing to confront others when necessary.
- Prudence – Determines how someone deals with standards and rules, one can be very flexible and impulsive with guidelines or inflexible and organized with the rules.
- Inquisitive – Determines how easily entertained an individual can be, if they are quick-witted or uninventive.
- Learning Approach – Determines how someone obtains new information, one can be a practical learner or book smart.
In this exam, many other occupational features will also be tested such as service orientation, stress tolerance, and reliability to name a few. It can be applied for hiring new staff or to assess already hired employees.
This inventory includes 20 different tests, they all follow the same guidelines mentioned above with unique approaches. Some are specifically made to identify great leaders, while others are tailored for mass hiring.
Hogan Development Survey – HDS
The development survey is a very unique assessment developed by Hogan that is focused on the dark side of personality. It is able to identify certain negative characteristics that can disrupt relationships, damage reputations, and derail careers.
After all, no one is perfect and we all have blind spots that need to be recognized and examined, that’s the only way to keep them under control. These blind spots are considered performance risks that a company needs to be aware of.
The exams will last from 15 to 20 minutes and have been validated in almost 400 studies. They have also been applied over 2 million times and are very successful in identifying problematic behavior that is not detected in interviews.
Excitable – Determines how well people deal with their emotions at work, some people lack excitement for projects to the point of not caring, and some people display emotional peaks and valleys too often.
Skeptical – Determines how people deal with trust, some people can be naive and others are overly negative and cynical.
Cautious – Determines how well one can assess risk in projects, some people can be impulsive without considering obstacles and others are averse to any kind of risk.
Reserved – Determines how the person deals with colleagues, some people are too worried about what other people feel and think while others are too indifferent to what their colleagues feel.
Leisurely – Determines how driven a person is to complete tasks, some people lack a plan of action and direction while others can be too agenda-driven and passive-aggressive.
Bold – Determines how confident people are with their work, some people lack self-confidence which causes them to not take many projects, while other people are overly confident and self-promoting.
Mischievous – Determines how a person deals with new ideas and changes, some people may be too conservative and unadventurous while others are impulsive and devious.
Colorful – Determines how a person deals with attention and recognition in the workplace, some people are overly modest and quiet, often letting colleagues take credit for their work, while others are attention-seeking and dramatic.
Imaginative – Determines how creative a person is, some people are driven by guidelines and routines, often lacking new ideas, while others refuse to play by the book and are constantly trying to disrupt the system.
Diligent – Determines how a person deals with the details in a project, some people have poor attention and let mistakes pass, while others are picky and prone to micromanage.
Dutiful – Determines how a person sees their superiors and authority, some people resent colleagues in high positions and are overly independent, while others are constantly seeking appreciation from superiors.
There are 13 different exams developed by Hogan that follow the guidelines mentioned above, with unique approaches. This kind of exam is very important for both the hiring process and talent development, as some people are unaware of their flaws.
The exam considers that any personality trait can be negative if displayed excessively, which means that by itself, none of the aspects introduced are negative. The problem usually comes in situations of high pressure and demand, where some people can present detrimental behavior.
Both of the personality test types do not require prior knowledge and the best advice for a test taker is to answer truthfully to your own habits and patterns. Remember that the feedback given will not only help your employer but will also help you understand your strengths and weaknesses.