Hogan Personality Inventory (HPI)

The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance.

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Hogan HPI | Bright-side personality assessment

The Hogan Personality Inventory (HPI) is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether your goal is to find the right hire or develop stronger leaders, assessing normal personality gives you valuable insight into how people work, how they lead, and how successful they will be.

The HPI was developed in the 1980s in the context of socio-analytic theory. Within this model, getting along with and getting ahead of others are seen as the dominant themes in social life. The HPI captures key behavioural tendencies relevant to these life themes and is based on the five-factor model of personality.

  • 15- to 20-minute completion time
  • Available in more than 40 languages
  • Based on the Five-Factor Model
  • More than three million participants assessed
  • Validated for use in more than 1000 research studies
  • No invasive or intrusive items
  • No adverse impact
  • Instantaneous scoring and reporting output
  • Online administration

Hogan Personality Inventory (HPI) Scales


The HPI has 7 primary scales and 42 subscales. Data is presented in terms of percentiles, where scores indicate the proportion of the population who will score at or below the participant. Interpretation of the HPI results is job specific. Scales that are more successful or effective in one job may be detrimental in another job.

Low Scores:

Open to feedback, candid and honest, moody and self critical

High Scores:

Calm, steady under pressure, resistant to feedback

Low Scores:

Good team player, willing to let others lead, complacent

High Scores:

Energetic, competitive, restless and forceful

Low Scores:

Good at working alone, quiet, socially reactive

High Scores:

Outgoing, talkative, attention-seeking

Interpersonal Sensitivity
Low Scores:

Direct and frank, willing to confront others, cold and tough

High Scores:

Friendly, warm, conflict averse

Low Scores:

Flexible, open-minded, impulsive

High Scores:

Organised, dependable, inflexible

Low Scores:

Practical, not easily bored, un-inventive

High Scores:

Imaginative, quick-witted, poor implementer

Learning Approach
Low Scores:

Hands-on learners, focused on their interests, technology averse

High Scores:

Interested in learning, insightful, intolerant of the less informed

Occupational Scales

The HPI also had 6 optional occupational scales that can be included in the final report data.

Service Orientation

Being attentive, pleasant and courteous to customers


Stress Tolerance

Being able to handle stress, even-tempered, calm under fire



Honesty, integrity and positive organisational citizenship


Clerical Potential

Ability to follow directions, pay attention to detail and communicate clearly


Sales Potential

Energy, social skills and the ability to solve problems for customers


Managerial Potential

Leadership ability, planning and decision-making skills


5 Factor Model


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Are you Hogan Certified? 

Hogan’s Assessment Certification Program qualifies professionals to administer the Hogan Assessments. This course teaches the interpretation and application of Hogan’s three core personality-based assessments.

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