1. INTRODUCTION TO HOGAN ASSESSMENTS
Assessments, Applications, & Solutions

2. ABOUT HOGAN
Since 1987, Hogan has helped organizations build a competitive worldwide advantage through superior employee selection and development.
Leader in personality-based assessment solutions
Experts on talent identification and development
Premier provider of leadership and executive solutions
Authority on leadership derailment
Global presence in 56 countries and 47 languages

3. ABOUT HOGAN
World’s leading provider of employee selection and development assessments 1
Assessed over 3 million working adults performing 400 different jobs across 40 countries 2
Over 25 years of research and implementation experience 3
Continuous system, research, and support improvement 4
Legally defensible: never been successfully challenged 5
Predictive, with demonstrable bottom-line results ranging from improved employee performance to reduced turnover and recruiting expertise 6

4. Over 30 years of independent research
WHY HOGAN ASSESSMENTS?
Over 30 years of independent research
The inventories measure a person’s reputation-- how others will likely describe an individual
Predictive, with demonstrable bottom-line results from improved performance to reduced turnover
Framed in the context of business and leadership; developed exclusively on adults in the workplace

5. SETTING THE STANDARD
"The key to success in business is money and people. No matter how well you handle money, if you get the people part wrong, you will lose.“
Hogan is the leader in personality assessment
Our assessments are designed to address your unique business challenges
Hogan offers the assessment solutions required for most initiatives
Hogan’s assessments can be used throughout the employee lifecycle
Hogan supports global initiatives
Hogan’s assessments are based in science
Hogan’s solutions are proven
Hogan and its founders are well-regarded members of the scientific community
Hogan’s assessments are peer reviewed
Hogan requires certification to administer and interpret our assessments

7. GLOBAL REACH Global test publisher and consulting firm
Helps organizations gain a competitive advantage through people
Support network spans 56 countries
Leaders in the field of assessment and measurement

8. * Norms available for these language formats.
Hogan products and services are currently offered in the following languages:
* Norms available for these language formats.
Arabic Bahasa Indonesian Bahasa Malaysia Bosnian
Brazilian Portuguese* Bulgarian* Chinese, Simplified* Chinese, Traditional*
Croatian
Czech* Danish*
Dutch*
Estonian
Finnish*
French, Canadian
French, Parisian*
German*
Greek*
Hungarian*
Icelandic
Italian
Japanese
Korean*
Macedonian
Montenegrin
Norwegian*
Polish*
Romanian*
Russian*
Serbian*
Slovak*
Spanish, Castilian
Spanish*
Swedish*
Thai*
Turkish*
UK English*
US English*
Vietnamese
Welsh

9. HPI, HDS & MVPI Assessments
PERSONALITY OVERVIEW
HPI, HDS & MVPI Assessments

10. PERSONALITY’S IMPORTANCE IN BUSINESS
Underlies our behavior, actions, reactions, and interactions.
Insight into how we execute business strategies, and manage change, conflict and people.
Information on individual and team strengths and blind spots, and organizational culture.
Influences our effectiveness at leading people.

11. HOW CAN PERSONALITY ASSESSMENTS BENEFIT ORGANIZATIONS?
Greater employee engagement
Reduced turnover
Fewer accidents
Improved productivity
Increased sales/revenue
Higher performance
Increased retention
Lower recruiting costs

13. WHAT HOGAN ASSESSMENTS ARE EVALUATING

14. WHAT WE MEASURE Can you do the job? Will you like the job?
What will get in your way?
Everyday strengths and weaknesses
Personal goals, interests, and drivers
Overused strengths that derail careers

15. ASSESSMENT OVERVIEW
The MVPI describes an individual’s core values – the goals and interests that determine satisfaction and drive careers.
The HPI describes how individuals manage stress, interact with others, approach work tasks, and solve problems.
The HDS describes behaviors that emerge during times of stress, damaging relationships and derailing careers.

17. THE BRIGHT SIDE OF PERSONALITY
Hogan Personality Inventory (HPI) Scales
Describes your typical approach to work and interacting with others
Adjustment
Confidence, self-esteem, and composure under pressure
Ambition
Initiative, competitiveness, and desire for leadership roles
Sociability
Extraversion, gregarious, and need for social interaction
Interpersonal Sensitivity
Tact, perceptiveness, and ability to maintain relationships
Prudence
Self-discipline, responsibility, and thoroughness
Inquisitive
Imagination, curiosity, and creative potential
Learning Approach
Achievement orientation, valuing education

18. THE BRIGHT SIDE OF PERSONALITY
Hogan Personality Inventory (HPI) Scales
Describes your typical approach to work and interacting with others
Low scorers tend to be:
High scorers tend to be:
Adjustment
Responsive, easy to coach; susceptible to stress
Stress tolerant, resilient; feedback resistant
Ambition
Team-player; stays within comfort zone
Assertive, self-initiating; overly competitive
Sociability
Good listener; Socially reactive rather than proactive
Outgoing; can be perceived as attention-seeking
Interpersonal Sensitivity
Direct & objective; can be overly critical, harsh
Warm, agreeable and friendly; averse to conflict
Prudence
Adapts to ambiguity well, impulsive
Detail oriented, follows rules, executes plans; inflexible
Inquisitive
Grounded in practicality; but ‘short-sighted’
Open, curious, seen as strategic; lacks pragmatism
Learning Approach
Hands-on learner; endures training
Traditional ‘book-learner’; can be perceived as know-it-all

20. THE DARK SIDE OF PERSONALITY
Hogan Development Survey (HDS) Scales
Over-used strengths capable of impeding your performance
Excitable
Moody, hard to please, and emotionally volatile
Skeptical
Suspicious, sensitive to criticism, and expecting betrayal
Cautious
Risk averse, resistant to change, and slow to make decisions
Reserved
Aloof, uncommunicative, and indifferent to the feelings of others
Leisurely
Overtly cooperative, but privately irritable, stubborn, and uncooperative
Bold
Overly self-confident, arrogant, and entitled
Mischievous
Charming, risk-taking, and excitement-seeking
Colorful
Dramatic, attention-seeking, and interruptive
Imaginative
Creative, but thinking and acting in unusual or eccentric ways
Diligent
Meticulous, precise, hard to please, and micromanaging
Dutiful
Eager to please and reluctant to act independently or against popular opinion

21. THE DARK SIDE OF PERSONALITY
Hogan Development Survey (HDS) Scales
Over-used strengths capable of impeding your performance
Everyday Strengths
Stress - Induced Derailers
Excitable
Intense & energetic
Moody & prone to overreacting
Skeptical
Perceptive & shrewd
Cynical & mistrustful
Cautious
Careful & thorough
Extremely reluctant to take risks
Reserved
Independent & businesslike
Stoic & disconnected
Leisurely
Cooperative & agreeable
Covertly resistant & insincere
Bold
Confident & assertive
Stubborn, arrogant, & smug
Mischievous
Charming & jocular
Irreverent & untrustworthy
Colorful
Outgoing & animated
“Showboating” & overwhelming
Imaginative
Innovative & creative
Off-the-wall & unrealistic
Diligent
Detail oriented & hardworking
Perfectionistic & demanding
Dutiful
Supportive & loyal
Ingratiating & deferential

23. THE INSIDE OF PERSONALITY
Motives, Values, Preferences (MVPI) Scales
Describes workplace values you consider most motivating & rewarding
Recognition
Responsive to attention, approval, and praise
Power
Desiring success, accomplishment, status, and control
Hedonism
Orientated for fun, pleasure, and enjoyment
Altruistic
Wanting to help others and contribute to society
Affiliation
Enjoying and seeking out social interaction
Tradition
Dedicated to strong personal beliefs
Security
Needing predictability, structure, and order
Commerce
Interested in money, profits, investment, and business opportunities
Aesthetics
Needing self-expression, concerned over look, feel, and design of work products
Science
Wanting knowledge, research, technology, and data

24. THE INSIDE OF PERSONALITY
Motives, Values, Preferences (MVPI) Scales
Describes workplace values you consider most motivating & rewarding
High scorers tend to value:
Recognition
Public acknowledgement and “pats on the back”
Power
Being in charge and being perceived as influential
Hedonism
Fun, lighthearted, and open-minded work environments
Altruistic
Actively helping others and providing excellent customer service
Affiliation
Networking, building relationships, belonging to work group
Tradition
Conservative org. cultures and personal-workplace values match
Security
Secure, predictable, and risk-free work environments
Commerce
Making and saving money and involvement in org. finances
Aesthetics
Focusing on quality and product “look & feel”
Science
Analytic problem solving and working with technology

25. HOGAN ASSESSMENT APPLICATIONS & SOLUTIONS

26. Selecting the best people for the right jobs
Getting employees up to speed and productive quickly
Improving the performance of employees
Identifying and managing high potentials
Determining who can move into different roles in the organization
Selection, Assessment, Coaching,
Team-Building

27. RECRUITMENT AND SELECTION
Make Informed Hiring Decisions
Hogan’s solutions for recruitment and selection use personality assessment to:
Identify candidates’ work style
Understand their core drivers
Recognize patterns of behavior that could get in the way
Armed with this powerful insight, you can improve hiring, increase productivity, and impact the bottom line.

28. RECRUITMENT AND SELECTION
Make Informed Hiring Decisions
Express Report
Off-the-shelf solution.
Generates selection recommendation.
Identifies the candidate’s strengths, areas of concern, and interview style.
Based on HPI only.
For more details, click here.

29. RECRUITMENT AND SELECTION
Make Informed Hiring Decisions
Basis Report
Provides a hiring recommendation and behavioral interview guide
Leader Basis: off-the-shelf solution that identifies a candidate’s strengths & potential areas of weakness for leadership roles, click here for more details.
Sales Basis Report: off-the-shelf solution for hiring high revenue-generating sales professionals, used for a broad range of sales jobs across industries, click here for more details.

30. RECRUITMENT AND SELECTION
Make Informed Hiring Decisions
Advantage Report
Off-the-shelf hiring solution.
Measures general employability: composure, customer focus, dependability.
Takes only 5 minutes to complete.
Based on the HPI only.
For more details, click here.

31. RECRUITMENT AND SELECTION
Make Informed Hiring Decisions
Hogan Configure
Hogan Configure is a high-volume selection dashboard used to quickly identify talent that aligns with corporate competency models. By leveraging the Hogan Data Archive, Hogan Configure brings science to the world of competencies.
We profiled millions of people in the past three decades to identify what attributes, qualities, and skills are necessary for optimal performance across all major job families - Leaders, Managers, Professionals, Technicians & Specialists, Operations & Trades, Sales, Customer Support, Administrative & Clerical and Service & Support. Click here for more details.

32. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
Hogan’s solutions for employee and leadership development use personality assessment to:
Identify work strengths, shortcomings, core values
Provide development and managerial tips
Ensure that you get the most from your employees
Employees get the most out of their careers

33. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
Career Report
Identifies how people will act in various business circumstances.
Identifies strengths and shortcomings.
Includes detailed tips to help manage one’s career.
For more details, click here.

34. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
Compass Report
Identifies employees’ core values.
Compares values with various occupations and cultures.
Describes the type of environment in which one will be comfortable working and living.
Based on the MVPI only.
For more details, click here.

35. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
EQ Report
Assesses ability to identify and manage your own and others' emotions
Based on the HPI and HDS
Provides an overall EQ score
Provides scores for six emotional competencies
Also includes discussion points for feedback
For more details, click here.

36. High Potential Talent Report
EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
High Potential Talent Report
Solution to develop high-potential talent based on a three-part model.
Individual development report designed for an organization’s selected high-potential talent population.
Focused on readiness to assess and close the skills gap between what your organization requires in a leader and what is in your talent pipeline today. For more details, click here.

37. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
Insight Report Series
Provides information about an individual's strengths, performance risks, and core values.
Selection/Development use.
Geared toward emerging and mid-level managers.
Based on HPI, HDS and MVPI.
For more details, click here.

38. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Develop Key Talent
Manage Report
Identifies employees’ strengths and shortcomings and provides techniques for managing employees based on their personalities.
Designed to provide management tips to optimize employee performance.
For more details, click here.

39. LEADERSHIP FORECAST SERIES
Take Leadership To The Next Level
Gives leaders a clear understanding of performance capabilities, challenges and core drivers.

40. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Take Leadership To The Next Level
Potential Report
How others describe a leader’s day-to-day approach to work and leadership.
Behavioral Implications
Leadership Implications
Competency Analysis
Development Recommendations
For more details, click here.

41. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Take Leadership To The Next Level
Challenge Report
Highlights stress- or complacency-induced response tendencies capable of impeding a leader’s performance.
Behavioral Implications
Leadership Implications
Competency Analysis
Development Recommendations
For more details, click here.

42. EMPLOYEE AND LEADERSHIP DEVELOPMENT
Take Leadership To The Next Level
Values Report
Helps a leader understand the work-related motivators and values that likely influence a leadership style.
Drivers
Fit
Leadership Style
Unconscious Biases
Development Opportunities
For more details, click here.

43. Coaching and Summary Reports
EMPLOYEE AND LEADERSHIP DEVELOPMENT
Take Leadership To The Next Level
Coaching and Summary Reports
Complimentary with Lead Series Package

44. TEAM REPORT Craft Your Dream Team
The Hogan Team Report provides leaders with valuable information about their teams’ strengths, weaknesses, values, and internal dynamics and equips them with the strategies they need to help their teams achieve their full potential.

45. TEAM REPORT Understand team roles based on personality and values
Craft Your Dream Team
Understand team roles based on personality and values
Pinpoint team derailers and barriers to success
Highlight team culture and the foundation for goal alignment
Explore individual scores and how they contribute to team roles
For more details, click here.

46. SAFESYSTEM Improve Workplace Safety
Hogan SafeSystem improves training outcomes by identifying and assessing the personality characteristics that underpin safety-related behaviors at work.

47. SAFESYSTEM
Improve Workplace Safety
SafeSystem uses personality assessment to evaluate workers along six safety-related competencies
Using SafeSystem, you can identify safety-minded candidates, focus and improve training, and recognize and repair safety-related gaps in your organizational culture
Can be used for selection/development, for more info click here.

48. COGNITIVE ASSESSMENTS OVERVIEW
Matrigma, HBRI & Judgment

50. HBRI Interpretive Report
Cognitive Report
Through an on-going dedication to research and development, the HBRI is the only business-related measure of cognitive ability with all these essential features:
Designed to predict occupational success.
Distinguishes between tactical and strategic reasoning abilities.
Useful for candidate screening and career/leadership development.
Developed exclusively on working adults.
Norms based on global managerial samples.
Validated against business success criteria and instantaneous scoring and reporting output.
Click here for more details.

52. Matrigma Report
Matrigma is a non-verbal test that measures general mental ability, GMA. The test challenges the ability to find hidden connections, fill in gaps where information is missing, grasp the relationship between different objects, and find points of similarity among figures that differ one from the other. In other words, Matrigma measures individual problem-solving, logical ability and a flair for being able to spot logical connections.
The test score can vary between 0 and 10 and is presented in the normal distribution curve.
The normal distribution curve represents the distribution of scores in the norm group, a group that is representative of the population.
It is most common to achieve scores within the middle interval of the normal distribution and less common to achieve low or high scores, i.e., in the interval at the extreme left or right tail of the curve. For more details, click here.

54. For more details, click here.

55. HOGAN REVIEWS AND RESEARCH VALIDATION

56. Research Validation & Reviews of Hogan
Hogan’s Commitment to Research
Conducts an average of 75 validity studies on 50 different Job titles per year.
Hogan has a world-class research team
The Hogan archive contains research from more than 20 different industries
Conducts an average of 15 criterion-related validity studies per year.
Hogan archive contains information from hundreds of research studies.
Represents 95% of the industry coverage of the Dictionary of Occupational Titles
The Hogan archive contains research from more than 20 different industries and represents 95% of the industry coverage of the Dictionary of Occupational Titles. The Hogan archive contains information from hundreds of research studies including:
Criterion-Related (CR) validation studies
Validity Generalization (VG) studies
Content validation studies
Job analysis research
Competency mapping studies
The technical reports describing competent validity studies are prepared according to the Uniform Guidelines, SIOP Principles, and APA Standards, based on research conducted with employees in real organizations.

57. Research Validation & Reviews of Hogan
Business Outcome Highlights
The first Hogan Business Outcomes report provided return on investment (ROI) evidence from nine research studies conducted in 2007 and This update shares results from nine new studies conducted in 2009 and Each study demonstrates the impact of an assessment driven solution on key performance indicators.
Hogan conducted 40 ROI studies in 2011 and 2012 for clients ranging from retail and pharmaceuticals to manufacturing. This report includes 10 case studies that demonstrate the impact an assessment driven solution can have on your organization.
From customer service representatives to physician executives, Hogan conducted 30 ROI studies in 2013 and 2014 to demonstrate the value of personality assessment to our clients. Linking key business outcomes to personality, we highlight 10 studies that demonstrate the power of personality.
2010
2012
2014
2016
Click here.
Click here.
Click here.
Click here.

58. Research Validation & Reviews of Hogan
Hogan Assessment Reviews
Our assessments have been examined by agencies across several continents. The Hogan Personality
Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) received favourable reviews in the U.S. and U.K. from the Buros Institute of Mental Measurements and the British Psychological Society (BPS), respectively.
Our assessments receive similar reviews in Australia, Brazil, South Africa, and Sweden. In addition, our tools regularly appear in top peer-reviewed journals Journal of Applied Psychology, Personnel Psychology, Human Performance, International Journal of Selection and Assessment.
to request for a copy of the reviews.

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