Identifying the Right Personalities with Hogan
What makes the Hogan personality methods special, in addition to their high validity and global applicability, is their focus on how a person is perceived by others, specifically their reputation, across three facets of their personality.
The role of personality - A science-based approach
A person’s personality plays a critical role in human resource selection and development because personality traits influence not only how we behave at work and interact with others, but also what types of work we prefer and in which types of organizations we thrive.
Hogan Personality Assessments are scientifically based, validated and reliable instruments for evaluating personality traits, skills, and behaviors in a professional context. These assessments are developed by Hogan Assessment Systems, a global leader in personnel selection and development.
Do you have any questions or would you like a telephone consultation?
Mon-Fri 09.00 to 17.30
Nicole Neubauer
CEO
I have been certified since 2006, and after almost two decades of use in a wide variety of projects, I am still fascinated by the accuracy and informative value of the instrument.
Susanne Nannsen, Dipl. Psychologist, Trainer metaBeratung
I have been working with the Hogan Assessments for more than 6 years and use them in a variety of ways: in selection processes, as an initial location analysis in development processes, as a basis for team development and also in the area of Organizational Analysis. The Hogan Assessments are versatile and deliver detailed results. Definitely my “go to” assessment.
Virgilia Jansen-Preilowski, M.Sc. in Work & Organizational Psychology. Trainer metaBeratung
Assessments consist of three main processes:
Measuring personality: POTENTIALS (HPI), RISKS (HDS) & VALUES (MVPI)
Hogan Personality Inventory
Measures an individual’s strengths and potential based on the Five-Factor Model of Personality.
The Hogan Personality Inventory (HPI) evaluates a candidate’s tendencies and characteristics in normal, work-related situations through an online assessment. The strengths and weaknesses of these tendencies are evaluated to support selection and development decisions.
Hogan Development Survey
DETECTS PERSONALITY-BASED PERFORMANCE CHALLENGES AND DERAILERS
The Hogan Development Survey (HDS) identifies 11 forms of interpersonal behavior linked to personality, which become apparent when a person is stressed, bored, or fatigued. These behaviors can affect relationships as well as reputation, and thus diminish career prospects. The report helps to identify potential performance limitations and suggests strategies for managing them more successfully.
Motives, Values, Preferences Inventory
REVEALS A PERSON’S CORE VALUES, GOALS, AND INTERESTS
The Hogan Motives, Values, Preferences Inventory (MVPI) describes a person’s values, objectives, and interests. It helps identify the type of organizational culture in which the person feels most comfortable, as well as the management style they prefer. Finding the right culture and leadership fit for a candidate can significantly enhance job satisfaction and productivity.
Hogan assessments are scientifically based on global and national standards, comply with AGG and EEOC regulations, and meet the strict quality criteria of DIN 33430.
All three assessments can also be used “stand alone”. We would be happy to advise you on selecting the most suitable assessments for your needs.
What makes Hogan Personality Assessment unique
These benefits help to find the right employees, promote their development and enhance the company's overall performance.
Scientific basis:
The assessments are based on decades of research and are scientifically validated, ensuring their reliability and validity
Comprehensive personality assessment:
The assessments offer a comprehensive view of a person's strengths, weaknesses, values, and areas for development
Objective and reliable results:
The scientific foundation and validation ensure objective, and reliable results
Targeted development:
The assessments enable targeted development by identifying strengths, weaknesses, and development potential
Increase strategic self-awareness:
The assessments help increase strategic self-awareness by providing an overview of personal strengths and weaknesses
Improve performance:
The assessments can enhance performance by identifying the right people for the right positions and reducing turnover
Promote diversity and inclusion:
The assessments promote diversity and inclusion by enabling unbiased hiring
Use in different areas:
The assessments can be used in various areas, including selection, development and coaching, succession planning, and strategic management.