Finding the right personalities with Hogan
What is special about the Hogan personality methods, apart from their high validity and global applicability, is that they look at how a person is seen by others, i.e. their reputation, in relation to three facets of their personality.
The role of personality - science-based
A person’s personality plays a critical role in human resource selection and development because personality traits determine not only how we behave at work and with others, but also what types of work we prefer and what types of organizations we thrive in.
Hogan Personality Assessments are a set of scientifically based, validated and reliable instruments for evaluating personality traits, skills and behaviors of people in a professional context. These assessments are developed by Hogan Assessment Systems, a world 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 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 Personality Guidance
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) depicts a candidate’s tendencies and characteristics in normal, work-related situations based on 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) describes 11 forms of interpersonal behavior that are based on personality and show when a person is stressed, bored, or fatigued. These can affect relationships as well as reputation, and thus diminish career prospects. The report helps to understand potential performance limitations and suggests ways to manage 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. Thereby, the kind of organizational culture where the person feels comfortable and the kind of management style they prefer are detected. Finding the right culture and leadership fit for a candidate can benefit job satisfaction and productivity.
Hogan assessments are scientifically based on global and national standards, are AGG and EEOC compliant and meet the strict quality criteria of DIN 33430.
All three assessments can also be used “stand alone”. We will be happy to advise you on the selection of the assessments that are the most suitable for you.
What makes Hogan Personality Assessment unique
These benefits help to find the right employees, promote their development and increase 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 provide a comprehensive view of a person's strengths, weaknesses, values, and areas for development
Objective and reliable results:
The scientific basis 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 improve 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 bias-free hiring
Use in different areas:
The assessments can be used in a variety of areas, including selection, development and coaching, succession planning, and strategic management.