Our Products: Assessments + Reports + Support
Our assessments measure normal personality characteristics, career derailment risks, core value drivers, cognitive style, and decision-making.
Fueled by assessments, our reports are designed to address a range of needs, from selection to high potential to executive-level development.
Support is always included.
Hogan Coaching Network
The Hogan Coaching Network (HCN) is a group of highly credentialed and broadly experienced consultants who are experts not only in the Hogan inventories, but also in coaching and consulting - especially at senior management and executive levels.
Following is a list of common questions about Hogan that assessment participants may ask.
Hogan has over 25 years of experience providing assessments solutions for employee selection and development. Hundreds of validation studies demonstrate the extent to which the assessments predict performance. Organizations using Hogan rely on the tools to improve quality of hire, facilitate individual development, and enhance team effectiveness. As the traits measured by the Hogan tools are particularly salient in leadership, the assessment suite is widely used for leadership development from middle management to the executive level.
The Hogan assessment tools are available in over 40 languages and used by organizations in more than 50 countries. We work with organizations of all sizes – from small firms to Fortune 500 global companies in diverse industries, such as financial services, pharmaceuticals, retail, and consumer goods. To date over 2 million people have completed Hogan assessments.
At Hogan we use the iceberg analogy. Above the water-line and visible to all are:
Below the water-line, what people cannot see but can infer is there, is
The Hogan assessments help individuals by facilitating strategic self-awareness. Understanding the underlying work style traits, core values, and derailment risks that may impact behavior allows one to manage his/her behavior to increase workplace success. The Hogan assessments help organizations by identifying characteristics that may impact an individual’s job performance as well as his/her fit within a particular role, team, or organizational culture.
First, when people respond to questions on Hogan assessments, we do not believe they are reporting their actual behavior, but rather telling us how to think about them and how they want to be regarded — exactly as they would do in any conversation. Second, we aren’t concerned with how people respond to items; we care about what their responses predict. Consider the item, “I take a different way home from work every night.” People who answer “True” tend to be creative and adventurous, and that is the important point. We aren’t interested in whether they really take a different way home each night; we care about what it means to say that they do. We are not trying to measure behavior; we are trying to predict performance at work.
Whether or not “faking” actually occurs on personality instruments, and the extent to which it may impact the validity of results, is debated in personality research. Hogan consistently monitors response patterns to identify when respondents may attempt to provide disingenuous answers to assessment items and ensure that an individual’s responses do not match a “faking good” strategy.
Scores on the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI) should be interpreted in light of the individual’s current job context and future goals. There is no such thing as an ideal score or personality profile. Each individual’s assessment scores are likely to reveal some strengths and some potential challenges or risk factors. To get the most out of the assessment results, each assessment participant should:
Hogan collects comprehensive normative data to ensure that our assessments accurately represent a cross-section of the current workforce. The HPI and HDS are normed on samples of over 100,000 working adults. The MVPI is normed on a sample of over 65,000 working adults.
On an individual level, research shows that personality is stable. Although an individual’s scores may fluctuate slightly over time, significant shifts in HPI and HDS scores are rare. Scores on the MVPI may be more susceptible to change because what we value – what is important to us – may change as our life circumstances change.
Although retesting is generally unnecessary from the standpoint of the accuracy of results, organizations often choose to allow individuals to retake the inventories to ensure a good participant experience. A good rule of thumb is to offer a second assessment administration three or more years after the original administration.
Collaborative research between Hogan and our partners examined differences in scale scores among different generations. To briefly summarize, researchers examined scale score differences between Baby Boomers (born 1946 – 1964), Generation X (born 1965 – 1977), and Generation Y (born 1978 – 1994). Although research revealed small generational differences in scale scores, these differences are not significant in practice. At an individual level, these results indicate that one cannot assume anything about a person’s personality or value set simply by knowing when they were born.
With the ever-increasing globalization of business, questions regarding cross-cultural similarities and differences are becoming more frequent. We find some small differences across languages. However, scores from multiple translations of a personality assessment can differ for reasons other than cultural sources (see Meyer & Foster, 2008 for a review). Consequently, Hogan avoids making strong assertions about cultural differences when comparing results across multiple translations of the assessments. Some recent research studying differences shows that minor differences may exist on certain personality and value scales. Hogan’s data suggests that the largest differences may be between Eastern and Western cultures. Overall, the research concludes that the effects of culture on personality are hard to define and while some differences may exist, it appears we are more alike than we are different.
Hogan works diligently with our global network of distributors and clients to gather local data in international contexts supporting the reliability and validity of Hogan assessments in predicting important work-related outcomes. For reliability, we provide evidence for the internal consistency of our assessments, as well as consistency of measurement over time, as sufficient data are available. To obtain local validation evidence for our assessments, we work with distributors and clients engaged in specific research initiatives to gather matched assessment and job performance data. These data allow Hogan to demonstrate the predictive validity of our assessments in local international contexts, and we do this on an ongoing basis.
Our products were developed with strict attention to proven psychological theory, are continuously tested to ensure validity, and have consistently received outstanding reviews from third party sources. Download our Assessment Evaluation Guide to learn more about what separates us from the competition.
The short answer is no. The long answer is in this blog entry.
At Hogan, every relationship starts with a conversation. We sell a variety of custom and off-the-shelf products fueled by the raw data we collect using our assessments, and we want to make sure that you find the best solution for your business needs. Learn more about our products, and how to buy them, here.
Each of our customers faces a unique set of challenges, the solutions to which go beyond the capabilities of a one-size-fits-all assessment solution. Because our approach is specific to each client based on selection or development needs, our pricing varies. To learn more, please contact us.
To purchase reports using the HPI, MVPI, Judgment, or HBRI, users are required to have Level B qualification. Level B requires:(1) a degree in psychology, human relations, counseling, or a closely related field; (2) advanced training from an accredited college or university in the interpretation of psychological tests and measurement; or (3) membership to a professional association or certification by an agency that requires training in the ethical and competent use of psychological assessments.
Level C qualification is required to purchase HDS materials. Level C requires a license to practice psychology independently or completion of our certification workshop. Find out more about Hogan certification workshops.
We require you to be certified because we want you to succeed. By ensuring the proper training, we:
No, once you have successfully completed the certification process, you are authorized to use our tools. Advanced certification and training is available for continuous learning. You can find a schedule of available offerings here.
Our products are used for several reasons, including: pre-hire selection, assessing safety related behavior, identifying high potential employees, and developing leaders.
By analyzing your unique combination of decision-making style, values, normal personality characteristics, and derailers, we can gain an understanding of what motivates you to succeed, how you work, how well you work with others, and what is most likely to get in your way.
You will be taking one, or a combination of our assessments: the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), Motives, Values, Preferences Inventory (MVPI), Hogan Business Reasoning Inventory (HBRI), or Judgment.
The HPI, HDS, and MVPI assessments consist of brief statements using True/False or Agree/Disagree responses, and on average take 15-20 minutes to complete. The HBRI has 24 problems, and typically takes about 35 minutes to complete. You can stop the assessment process at any time. If stopped your answers are automatically saved, and you can log back in to complete the assessments at any time.
The questions in our personality and values assessments are designed to help us understand how you relate to yourself and others. As such, there are no right or wrong answers or good or bad results, so just be honest.
Your system administrator will send you a unique user ID and password, as well as a link to log into our online assessment platform, found here.
We are a business-to-business solutions provider. As such, we primarily offer our assessments to organizations through direct relationships and distribution channels. We also recognize that strategic self-awareness is a critical component of career success, and that our reports are the most effective tools for building that self-awareness. We refer individual users to our talented network of independent consultants.
Whether or not you see your assessment results is up to your system administrator.
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