What Is a Hogan assessment?

Hogan assessments are widely used by employers to assess a candidate’s personality in the workplace. They are used to predict the candidate’s potential performance based on strengths, weaknesses, values, and problem-solving skills. They also measure your personality traits, risk of career derailment, cognitive style and core values. Hogan tests cover a range of assessments, including HPI, HDS, MVPI, HBRI and judgment tests.

These tests are widely employed by the FBI and other US government agencies and departments when assessing candidates. While Hogan itself is based in Tulsa, USA, their psychometric tests are distributed internationally.

Hogan Assessments

At the time of writing, there are five Hogan assessment tests available, each one designed to measure a different aspect of a candidate’s personality. In tandem, these five components help employers to form a comprehensive view of a candidate’s character and subsequently their fit to a given role, a metric which is highly valuable to employers throughout the screening process.

Hogan Personality Inventory (HPI)

This measures a candidate’s ‘day-to-day’ personality, sometimes referred to as the ‘bright side’ of the personality. In essence, it assesses how one relates to others. This assessment is used by employers to determine how well a candidate works with others, whether they are a leader or follower, and whether they are successful in either role.

Hogan Development Survey (HDS)

This evaluates the personality of a candidate under stress, a state sometimes referred to as the ‘dark side’ of the personality. It assesses the candidate’s ability to manage relationships and issues in times of crisis. This is used by employers in order to ensure that a candidate is not a liability to their company; it is easy for a person to be highly agreeable in their day-to-day personality, but a different picture is often painted in times of crisis. By applying the HDS those who demonstrate adverse behaviour under stress can be easily identified by prospective employers.

The survey consists of 168 self-reporting questions and is untimed. It assesses eleven behavioural tendencies which impact success:

  • Terms of risk
  • Excitability
  • Skepticality
  • Cautiousness
  • Reservation
  • Leisureliness
  • Boldness
  • Mischievousness
  • Imaginativeness
  • Diligence
  • Dutifulness

Hogan Motives, Values, Preferences Inventory (MVPI)

This assesses the motives behind a candidate’s personality traits by examining the candidate’s values, core goals, drivers, and interests so prospective employers can discern what motivates the candidate in order to identify which job, position, and environment is optimal for them.

The inventory consists of 200 self-reporting questions and is untimed. It is measured along 10 primary scales:

  1. Recognition
  2. Power
  3. Hedonism
  4. Altruism
  5. Affiliation
  6. Tradition
  7. Security
  8. Commerce
  9. Aesthetics
  10. Science

Hogan Business Reasoning Inventory (HBRI)

This measures the cognitive abilities and skills of candidates by assessing their ability to evaluate data, solve problems, and make decisions. This is used by prospective employers in order to evaluate the candidate’s problem-solving style in relation to the requirements of the job role.

The inventory is untimed, and includes 3 types of test questions:

  • Verbal reasoning and logical thinking test questions, including: work analogy, inductive and deductive reasoning.

    Example: A high priority is to urgency as a large budget is to:
    1. High spending
    2. Low spending
    3. Large payments
  • Numerical reasoning test questions, including: interpreting graphs and tables, time speed, and distance questions, area calculations and basic maths.

    Example: Box A weighs 65 kg. Box B weighs 40 kg. Box C weighs 90 kg. Two of them together cannot weigh:
    1. 105
    2. 155
    3. 125
    4. 130
  • Abstract reasoning test questions, including: rotation of shapes and groups of shapes

Hogan Judgment Assessment (Judgment)

This measures a candidate’s approach to decision-making, post-decision reaction, and response to negative feedback, as well as measuring the candidate’s ability in verbal and numerical reasoning. This is used by prospective employers in order to discern the candidate’s ability to learn, adapt and form decisions effectively.

Prepterminal’s Hogan Assessment preparation course

Hogan Reports

Referred to as Hogan Products by the Hogan company itself, Hogan Reports provide employers with tools and resources which make the hiring process considerably easier. At present, Hogan has five reports: Hogan Select, Hogan Develop, Hogan Lead, Hogan SafeSystem, and Hogan Team.


Hogan Select: This product helps employers make informed hiring decision, by helping them understand a prospective employee’s work style, drive, motivation, and behaviours. Being able to see and assess these qualities in advance can save an employer considerable resources.


Hogan Develop This product helps identify key talents that employees might not have the opportunity to demonstrate during a conventional interview, giving employers a greater insight than would usually be provided by a mere CV, as well as providing an opportunity for employees to assess their strengths and weaknesses.


Hogan Lead: This product helps employers find leaders in the candidate pool. The ability to sift out strong leaders from an extremely large pool of candidates and CVs saves a great deal of resources for employers, as well as providing future employees an opportunity to demonstrate their leadership skills for future progression in a role.


Hogan SafeSystem: This product helps to improve safety in the workplace. By identifying which applicants care about safety, be it that of the workplace or overall safety of the company, employers can hire accordingly and ensure longevity for the company.


Hogan Team: This product helps employers manage their employees and teams more effectively. By understanding the strengths and weaknesses of each candidate employers and companies can put together teams which are specifically tailored towards generating the best possible version of their products.

Through the use of these services together, Hogan helps employers sift through prospective employees. Prepterminal’s course content provides applicants with all the tools and resources required for prospective employees to beat the competition and secure the job.

How to Pass the Hogan Assessment

If you are required to undergo a Hogan Assessment, in order to ensure success it is imperative that you take the time to research the contents and practice thoroughly. If you prepare adequately for the examination, the Hogan Assessment tests will become a lot easier. An understanding of the components of the tests will enable you to gain some insight as to how you are portraying yourself through your answer and improve your approach in future testing. Such familiarity will ultimately improve your confidence in taking the test, which will result in an optimal test score.

Prepterminal’s Hogan Assessment preparation pack provides all the material required in order to build a comprehensive knowledge of the assessment from the ground up, making use of modules containing both text-based and video tutorials which have been expertly composed by our specialist psychometricians. After studying these modules, we provide online Hogan Assessment tests so that you can put your newfound knowledge to the test and identify any areas for revision and improvement. In a matter of hours you can go from having zero knowledge on the topic and contained components to mastering every facet of the assessment so that you can outdo the competition and secure the job.

Are you ready to succeed in the Hogan Assessment and impress prospective employers?