Hogan Assessment: Aptitude and Personality Tests (2020)

Last updated 10/2020

Drs. Joyce and Robert Hogan developed the use of personality assessment tools in relation to workplace performance. Founded in 1987, Hogan Assessments measure: normal personality (Hogan Personality Inventory); derailment traits (Hogan Development Survey); cognitive reasoning skills (Hogan Business Reasoning Inventory); core values (Motives, Values, Preferences Inventory); and decision-making skills (Judgement).

These assessments can help organizations find candidates who are likely to excel in their performance, are a good organization fit, and demonstrate leadership qualities. The results gathered from these assessments provide organizations with a tool they can use to better and more accurately select new candidates and give individuals insight into their own behavior, motivators, characteristics, and potential derailers.

At PrepTerminal we know how important it is for you to excel in your Hogan assessment, particularly in today’s competitive job climate. Start practicing with PrepTerminal today and witness your confidence and grades soar.

What Aptitude Tests Are Provided by Hogan?

Personality Test

Hogan has various Personality Tests that are used to measure a job candidate’s behavioral traits and patterns. The Hogan Personality Inventory (HPI), was the first measure of normal personality created just for the business field. The Hogan Development Survey (HDS) was the first test used to discover performance risks outside the typical model of personality. Another Hogan Personality Assessment is the Hogan Motives, Values, Preferences Inventory (MVPI). This assessment strives to evaluate candidates on a more subjective level in relation to their ideals, interests, career goals, and motivations.

Cognitive Ability Test

Cognitive abilities assessments are tests that are created to determine the general intelligence, aptitude, and abilities of an individual – these qualities are called measures of maximum performance.

Measures of maximum performance are often used for both employee selection and training. These tests are designed to see how well people can carry out tasks, how much they know, and what their potential is. They are typically timed and have a definitive correct and incorrect answer.

Hogan has two cognitive ability assessment types, namely the Hogan Business Reasoning Inventory (HBRI) and the Hogan Judgement.

Whether you have been invited to complete a Hogan Personality Assessment or a Hogan Cognitive Ability Test, PrepTerminal has you covered. Our team of experts has carefully developed a comprehensive Hogan assessment preparatory course to provide you with all the information you need to prepare. Start preparing today and show your potential employer that your knowledge and personality will be an asset to their business.

hogan_assessment

Hogan Personality Assessments:

Hogan Personality Inventory (HPI)

The Personality Inventory is an assessment that was developed to measure the “bright side” of personality, namely the day-to-day personality of the candidate. The key function of the assessment is to determine whether or not candidates interact well with others. Therefore, the test helps employers identify if candidates are able to work together in a team environment, are capable to learn from more experienced individuals, and if they will excel as a leader or make an effective follower.

Hogan Development Survey (HDS)

The Hogan Development Survey (HDS) exposes the “dark side” of a candidate’s personality, meaning how the individual will react when under pressure or when in a stressful situation. In essence, it is their bad behavior. This survey is used to see what measures an individual will take to be successful, and what things can derail their career or lead them to negatively interact with peers. This assessment is used to determine an employee’s risk factors. The employer will then either deal with these issues or decide that the employee isn’t a suitable fit for a certain job role.

The HDS tests eleven behavioral tendencies that interfere with success:

  • Terms of risk
  • Excitable
  • Skeptical
  • Cautious
  • Reserved
  • Leisurely
  • Bold
  • Mischievous Colorful
  • Imaginative
  • Diligent
  • Dutiful

The HDS has 168 self-reporting test questions and has no time limit.

Hogan Motives, Values, Preferences Inventory (MVPI)

Employers use the MVPI to ensure that a candidate’s values are in keeping with those of the organization. The MVPI can also help isolate areas of compatibility and conflict between different members of the team. Core values are components of our identity, and make up our key motivators. In essence, they are the things we want and are driven to attain.

The MVPI measures values according to 10 primary scales:

  • Recognition
  • Power
  • Hedonism
  • Altruistic
  • Affiliation
  • Tradition
  • Security
  • Commerce
  • Aesthetics
  • Science

Motives, Values, Preferences Inventory (MVPI) has 200 self-reporting test questions. The assessment is untimed.

Hogan Cognitive Ability Assessments:

Hogan Judgement

The Hogan Judgement model combines cognitive ability, “bright”- and “dark-side” personality, and values. It is made up of two short tests related to numerical and verbal reasoning, three independent scales that measure non-cognitive attributes that affect how a candidate approaches a decision, and a review of post-decision reactions.

The Hogan Judgment Model divides judgment into three separate areas:

1. Learn – how the candidate learns. Do they learn through reading or through pictures, or do they need to practice performing a given task? This section is used to find out which way is easiest for the candidate to learn the information they need to acquire to do well at their job.

2. Decide – how an individual arrives at their final decision. Do they go with their gut feeling or do they amass all the information they can to make a carefully informed decision? What is the process behind their decision making?

3. Adapt – how does a candidate react to the decision. What happens if the decision they arrive at proves to be incorrect? Do they quickly try to fix the situation or do they collapse? How well can the person handle the consequences of the decision?

The results of each section of the Judgement assessment are combined to create a general outline of your overall personality.

Hogan Business Reasoning Inventory (HBRI)

The Hogan Business Reasoning Inventory (HBRI) is a psychometric assessment tool designed to measure a candidate’s decision-making style and problem-solving skills.

The HBRI is a cognitive ability test that features 3 types of questions:

1. Verbal reasoning and logical thinking test questions, such as inductive and deductive reasoning questions and word analogy questions.

2. Numerical reasoning test questions, such as speed, time and distance questions, interpreting tables and grapes, basic mathematical questions, and area calculations.

3. Abstract reasoning test questions, such as groups of shapes and rotation of shapes.

The HBRI comprises 24 questions. It is untimed, however, it typically takes between 25-30 minutes to complete.

Hogan Assessment Results

Hogan scores their assessment using a combination of normative test results and percentile ranking systems. A candidate’s results are compared with the results of thousands of other individuals who have taken the Hogan assessment. A percentile score is then used to determine a ranking.

Your test results will also be examined and interpreted by your potential employer, in relation to specific goals and objectives. Thus, your test results must be understood in connection with your current job and future career goals.

Hogan Assessment Reports

Employers use Hogan Reports, also known as Hogan Products, as resources that help with the process of recruitment. Hogan currently has five reports: Hogan Select, Hogan Develop, Hogan Lead, Hogan SafeSystem, and Hogan Team. Let’s take a look at each of these report types individually.

1. Hogan Select – Employers use this product to help them understand a potential employee’s drives and motivations, work-approach, and behaviors. Employers can save time and money by being able to discover and measure these qualities before they hire a new employee.

2. Hogan Develop – Employers use this product to find special talent that employees may not be able to exhibit in a typical interview setting. This provides employers with a chance to identify traits that may not be apparent in a resume and gives employees the opportunity to measure their strengths and weaknesses.

3. Hogan Lead – Employers use this product to isolate potential leaders. Employers can save time and money by being able to quickly identify strong leaders out of a pool of potential employees. Employees can also benefit as it gives them a chance to show their leadership qualities.

4. Hogan SafeSystem – This product is used to strengthen workplace safety. Recruiting employees that prioritize safety will help encourage the longevity of the company.

5. Hogan Team – Employers use this product to help them manage their employees and work teams more effectively. Through a developed understanding of each individual’s strengths and weaknesses, employers can establish specialized teams to help produce the best possible class of products.

Make a good impression on your Hogan assessment. Start practicing with us at PrepTerminal today.

Improve Your Score with Prepterminal’s Hogan Assessment Course

Psychological tests and personality testing is becoming increasingly popular. Employers are using them to find the right talent for a specific job role and to eliminate candidates who simply don’t fit the job role. Our team of psychometric test experts at PrepTerminal have specifically created a Hogan assessment preparation course so you can get all the practice you need to succeed on your Hogan assessment. Our all-in-one comprehensive prep course will help you refine your test-taking skills so you can maximize your Hogan assessment score.

Our module-based course features both video and text presenting information in an easy-to-digest format. We offer a variety of mock tests and quizzes, so you can gain familiarity with the format and types of questions on the Hogan assessments. Get started today and ace this integral part of the recruitment evaluation process.

*Note: Hogan and other trademarks are the property of their respective trademark holders. None of the trademark holders are affiliated with PrepTerminal or this website.

Hogan Assessment: Aptitude and Personality Tests (2020)

Last updated 10/2020

Drs. Joyce and Robert Hogan developed the use of personality assessment tools in relation to workplace performance. Founded in 1987, Hogan Assessments measure: normal personality (Hogan Personality Inventory); derailment traits (Hogan Development Survey); cognitive reasoning skills (Hogan Business Reasoning Inventory); core values (Motives, Values, Preferences Inventory); and decision-making skills (Judgement).

These assessments can help organizations find candidates who are likely to excel in their performance, are a good organization fit, and demonstrate leadership qualities. The results gathered from these assessments provide organizations with a tool they can use to better and more accurately select new candidates and give individuals insight into their own behavior, motivators, characteristics, and potential derailers.

At PrepTerminal we know how important it is for you to excel in your Hogan assessment, particularly in today’s competitive job climate. Start practicing with PrepTerminal today and witness your confidence and grades soar.

Hogan Assessment Course

$49.90 $138 63% off
Prices are in USD. Limited Time Offer
BUY NOW
  • 7 core insructional guides
  • Comprehensive HBRI Study Guides
  • Complete HBRI Full Practice Tests
  • Over 200+ Practice Questions
  • Dedicated Hogan Personality Inventory Study Guide