Hogan Assessments

Organisations use Hogan Assessments to assess:

• Job fit
• Motivation drivers that generate satisfaction and likely engagement
• Cultural fit to an organisation and the working climate they will generate
• Career derailing behaviours

The tools are used by leading organisations, independent professionals and consultancies to support:

• Recruitment as pre-employment tests
• Role Transitions
• Leadership Development programmes
• Succession planning
• Talent management
• Outplacement

UK, country specific and world-wide norms are available. These tools are especially appropriate for Management, Senior Management and Executive selection and development.

There are four core instruments in the product range:

HBRI

The Hogan Business Reasoning Inventory evaluates a person's ability to solve problems and make business-related decisions using textual, graphic, and quantitative data. It evaluates two kinds of problem solving; tactical and strategic reasoning.

MVPI - (the "inside")

The MVPI indicates business-based values that may be important to individuals. This can help predict areas that can provide job satisfaction and describes the work environment created by leaders.

HPI (the "bright-side")

The Hogan Personality Inventory provides information regarding the "bright side" of personality-characteristics that appear during social interaction and that can help or hinder a person's ability to get along with others, lead and achieve goals. The HPI assesses normal personality and interpersonal characteristics, and predicts occupational success. It provides information regarding how a person is perceived by others and thus surface key strengths to play to and areas that may benefit from development.

HDS (the "dark-side")

The Hogan Development Survey (HDS) assesses 11 common performance risks that interfere with a person's ability to build relationships with others and create cohesive, goal oriented teams. The counterproductive behaviours associated with these performance risks negatively influence peoples' careers, relationships, and life satisfaction. Although the characteristics of the HPI can easily be seen in a person's day-to-day behaviour, the performance risks assessed by the HDS will only be seen in situations where the person is not actively managing their public image. These situations might include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when a person feels so comfortable with those with whom they work, that they no longer manage their public image.