The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive. The MVPI consists of 10 primary scales, which are further divided into five subscales or item themes. The MVPI item themes provide additional interpretive power by categorizing individuals’ responses to the questions that compose each MVPI scale.
15- to 20-minute completion time
Available in more than 40 languages
Evaluates the fit between values culture
Predicts success and job satisfaction
More than one million participants assessed
Validated for use in more than 400 research studies
No invasive or intrusive items
No adverse impact
Prefer to share credit
Avoid calling attention to themselves
Value public acknowledgment
Prefer high-visibility projects
Prefer to let other people lead
Avoid confrontation and competition
Value leadership positions
Prefer opportunities to get ahead
Value business-like and professional settings
Prefer serious and formal work environments
Value colorful and entertaining environments
Prefer fun and open-minded settings
Place more value on their own work
Prefer productivity over morale
Value helping other people
Prefer customer-focused environments
Prefer working alone or in isolation
Prefer working with others or on teams
Value social interaction
Prefer flexibility and autonomy
Value challenging established procedures
Prefer the status quo
Avoid people that do not share beliefs
Value risk taking and experimentation
Prefer adventurous settings
Prefer consistency and predictability
Avoid taking unnecessary risks
Value relationships over profitability
Less concerned about financial issues
Prefer environments that focus on bottom line
Value activities related to financial matters
Value practicality over appearance
Prefer routines and repetition
Value innovation and creativity
Prefer individual style and appearance
Prefer people over technology
Value intuition and experience
Value analysis and problem solving
Prefer working with data and objective facts
Used for high-volume employee selection with a hiring recommendation.
Hogan Fit is used for high-volume employee selection. It provides a hiring recommendation and a graphical display of scale and cut-score performance, and can be easily customized to include hiring recommendations for multiple positions.
A self-guided, comprehensive development-planning tool for individual leadership development.
Hogan Coaching is a self-guided, comprehensive development-planning tool for individual leadership development. The report integrates the information from the Potential, Challenge, and Values reports into a five-step planning process. By completing this process, a leader produces a powerful, personal development plan designed to foster professional growth.
Helps new leaders and first-time managers understand how their personality characteristics may influence their leadership effectiveness.
All leaders need to understand the pros and cons of their leadership style. Leader Focus helps new leaders and first-time managers identify their most prominent leadership style based on key personality characteristics. Providing insight into unconscious biases, leaders learn how to properly leverage their own brand of leadership.
Snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Hogan Summary is a self-guided interpretation of individual strengths, values, and challenges. The report is a snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Intended to help the emergent leader become more effective and the effective leader be more emergent, resulting in maximized leadership potential.
One of the hardest parts of finding high potential employees is defining what potential means. We define potential as the ability to build teams that outperform the competition. The Hogan High Potential report is designed to maximize leadership potential by helping emergent leaders become more effective, and effective leaders become more emergent.
Designed for use by a coach or user with expertise to interpret based on numbers alone.
Hogan Flash graphically displays Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory scale scores and provides raw data for HPI, HDS, and MVPI subscales. No interpretation information is provided. The report is designed for use by a coach or user with expertise to interpret based on numbers alone.
Gives leaders a complete understanding of their performance capabilities, challenges, and underlying motivators along with a five-step development planning worksheet and career development primer.
Those at the top need the most robust and thorough development data possible, and Hogan’s Leadership Forecast Series offers just that. This series of reports gives leaders a complete understanding of their performance capabilities, challenges, and underlying motivators along with a five-step development planning worksheet and career development primer. Paired with a one-on-one feedback session, leaders will be well-equipped to build high-performing teams and thriving organizations.
Designed to help team members gain an understanding of team strengths, weaknesses, and culture.
When teams function optimally, the entire organization benefits. The Team Report provides a personality-based understanding of a team’s strengths, weaknesses, and values. Individuals will understand how their personalities can combine to support or hinder effectiveness.
Provides emerging and mid-level managers with a concise overview of their strengths, performance risks, and core values.
Strategic self-awareness is vital for all leaders, but not all leaders need an exhaustive personality analysis. The Insight Series provides emerging and mid-level managers with a concise overview of their strengths, performance risks, and core values. This straight to the point report series offers the self-awareness needed to perform effectively.
Custom solution that describes job fit and provides a hiring recommendation, interview guide, and method for making a hiring decision.
Hogan Basis describes a candidate’s fit to the job and organization. The report provides a hiring recommendation, behavioral interview guide, and systematic method for making a hiring decision using a combination of the assessment and interview results.
Explores the core values and goals that drive a leader’s behavior, aspirations, and expectations about life.
Hogan Values explores the core values and goals that ultimately drive a leader’s behavior, aspirations, and expectations about life. What people value determines how they will lead; this determines the kind of environment a leader will create and the sort of organizational culture in which the person will do the best work.
Outlines the occupational significance of core values and determines what kind of jobs, environments and people will make each person the most comfortable.
Employees need a way to identify and understand their primary career values to be effective and driven. Compass outlines the occupational significance of core values and determines what kind of jobs, environments and people will make each person the most comfortable. Values are organized by status, social, and financial interests as well as decision-making style.