What does a Hogan assessment tell you ?
If you’ve been in the market for a new job lately, there’s a good chance you’ve come across the term “Hogan Assessment”. This test is widely used by companies around the world to evaluate potential candidates for their job openings. But what does a Hogan Personality Assessment tell you?
Understanding the hogan assessment
Before we delve into the specifics, let’s clarify what the Hogan Assessment is. Essentially, it’s a set of personality tests designed to measure your values, preferences and reasoning abilities for a job. It was developed by psychologists Robert and Joyce Hogan and includes three primary assessments: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI).
Usefulness of the Hogan evaluation
As HR consultants, we value the Hogan evaluation for its predictive accuracy in assessing work-relevant personality traits. It helps us identify leadership potential, pinpoint developmental needs, and reduce risks by revealing traits that may impede performance. This tool is essential for making informed decisions regarding promotions and succession planning. It also enhances your ability to build leadership within organizations.
Understanding HPI, HDS and MVPI of Hogan’s Inventories
The HPI evaluates how you relate to others when you are at your best. It assesses your day-to-day personality traits that could contribute to your work performance.
The HDS identifies your tendencies under stress and your potential derailers. It’s about the “dark side personality”, those characteristics that could become counterproductive in certain situations.
Lastly, the MVPI assesses your values and motivations, what drives you at work, and how you fit into an organization’s culture.
As HR Consultants, we believe that the combination of the 3 evaluations is key for either successful recuitment or career developement.
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Typically, the HPI will include questions about how you interact with others, your approach to solving problems, and your work style. The HDS might ask about how you react in stressful situations, whether you’re risk-averse or prone to taking risks, and how you cope with pressure. In the MVPI, you’re likely to come across questions about your values, such as what motivates you, what you prioritize, and what kind of work environment you prefer.
Passing the hogan assessment
The question on most candidates’ minds is, “How can I pass the Hogan Assessment?” The truth is, there’s no definitive “pass” or “fail”. Instead, the Hogan Assessment provides a rich description of your personality that employers use to determine if you’re a good fit for a specific role.
However, there are strategies to put your best foot forward. First, answer honestly. Attempting to trick the test by answering in a way you think the employer wants is unlikely to work, as many questions are designed to detect inconsistency.
Second, practice helps. Having a clear understanding of the test format and knowing what to expect can reduce anxiety and improve performance. Take advantage of available practice tests and sample questions to better prepare yourself.
Remember that the Assessment Center is designed to assess fit, not just capability. Even if you don’t score as high as you’d like on certain traits, that doesn’t necessarily mean you’re unsuitable for the job. It could just mean that you’re better suited to a different kind of role within the organization, or a different work environment. Role plays also help us to validate those aspects.
Unveiling Your potential with the hogan assessment
So, what does the Hogan Assessment tell you? In short, it provides a comprehensive overview of your personality traits, values, and workplace preferences. It offers potential employers deeper insight into your work style, your potential derailers, and what motivates you at work.
Remember, the Hogan Assessment isn’t a test to pass or fail but a tool for understanding yourself and your fit within a specific job role. With honesty, preparation, and a clear understanding of its purpose and structure, you can approach it confidently and effectively. It helps also in recruitement or Talent Acquisition.
FAQ
What is a Hogan Assessment?
A Hogan Assessment is a comprehensive evaluation tool used to measure personality characteristics that can impact an individual’s work performance and relationships. It is grounded in decades of research and is designed to predict job success by assessing everyday personality, derailers, core values, and cognitive style.
What aspects of personality does the Hogan Assessment measure?
The Hogan Assessment measures across several dimensions of personality. Specifically, it evaluates the ‘Bright Side’, which predicts how people behave when they are at their best, the ‘Dark Side’, which identifies potential derailers that can emerge during times of stress, and the ‘Inside’, which looks at core values that drive a person’s decision-making and career choices. Additionally, it assesses cognitive style to understand how people process information and make decisions.
How can the results of a Hogan Assessment be used?
The results of a Hogan Assessment can be used in various ways, including leadership development, employee selection, talent management, and team building. Organizations use the insights provided by the assessment to make informed decisions about hiring, promoting, and developing their employees. It can also help individuals understand their strengths and potential areas for development.
Is the Hogan Assessment reliable for predicting job performance?
Yes, the Hogan Assessment is considered a reliable tool for predicting job performance. It has been extensively validated and is widely respected in the field of industrial-organizational psychology. The assessment’s predictive capabilities are grounded in its strong scientific foundation and its ability to capture critical personality traits relevant to work environments.
Can the Hogan Assessment be used for any job level or industry?
The Hogan Assessment is versatile and can be applied to a wide range of job levels and industries. It is designed to be relevant for entry-level positions to executive roles, and its insights are used across various sectors, including finance, healthcare, technology, and more. The universality of personality traits measured by the assessment makes it a valuable tool for any organization looking to understand and optimize their human capital.
This article has been written by Marc Prager.