Who carries out an assessment center?

Assessment centers are conducted by a multidisciplinary team comprising HR professionals, executive coaches, and organizational development experts. These assessors are trained to evaluate participants’ competencies through structured exercises, simulations, and role-playing scenarios. Additionally, the team may include line managers and senior leaders who offer valuable insights into the candidates’ performance and suitability for specific roles. It is our expertise to organize Assessment Centers.

The combination of diverse expertise ensures a thorough, objective, and comprehensive assessment of each participant’s skills, behaviors, and potential, facilitating informed decisions about internal mobility and talent development.

Motives, Values, Preferences Inventory

The third pillar of Hogan Assessments is the Motives, Values, Preferences Inventory (MVPI). This assessment provides insights into an individual’s core values, goals, and interests, which ultimately drive their behavior at work.

The MVPI test consists of 200 questions which assess ten primary motivation scales, including Recognition, Power, Hedonism, Altruistic, Affiliation, Tradition, Security, Commerce, Aesthetics, and Science.

The MVPI report provides valuable information about what motivates an individual to perform at work, what kind of work environment they prefer, and what values are likely to align with their own. This can aid in fostering better relationships in the workplace and enhancing team productivity.

Overall, the Hogan Personality Assessment offers valuable insights into job performance, leadership potential, and team dynamics. It aids in hiring, development, and talent management by predicting workplace behaviors and aligning individual strengths with organizational needs. Its robust reliability and validity ensure effective decision-making and enhanced employee performance.

Hogan Business Reasoning Inventory

The Hogan Business Reasoning Inventory (HBRI) is the fourth component of Hogan Assessments. It evaluates an individual’s problem-solving style and ability, and their ability to make strategic business decisions.

The HBRI comprises 24 items and assesses two scales: Tactical and Strategic Reasoning. Tactical Reasoning measures an individual’s ability to solve problems and make decisions based on existing rules and procedures, whereas Strategic Reasoning assesses an individual’s ability to identify business trends and make long-term strategic decisions.

The HBRI provides crucial insights into how an individual approaches problem-solving tasks and how they make business-related decisions, which can be instrumental in roles that involve strategic planning or critical thinking.

The Role of Hogan assessments in Leadership Development

Hogan Assessments, from Dr Robert Hogan, serve as a valuable tool in leadership development. They can provide key insights into an individual’s personality traits, values, motivations, and cognitive reasoning abilities. These insights can be used to inform leadership development programs, guide coaching initiatives, and support succession planning efforts.

Through these assessments, individuals can identify their strengths and areas for development. They can gain a deeper understanding of their leadership style, how they relate to others, and how they handle pressure. These insights can help them become more effective leaders by understanding and managing their tendencies and motivations.

Moreover, by understanding the motivations and personality traits of their team members, leaders can foster more productive relationships and build more cohesive teams. Overall, Hogan Assessments play a fundamental role in leadership development and can significantly contribute to organizational effectiveness.

Utilizing Hogan Assessments in Talent Management

Hogan Assessments have a crucial role in talent management. The Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), Motives, Values, Preferences Inventory (MVPI), and Hogan Business Reasoning Inventory (HBRI) collectively provide a comprehensive overview of an individual’s personality, behavior, motivations, and cognitive abilities. These insights derived from the Hogan Assessments are incredibly invaluable from a talent management perspective, as organizations can leverage this information to make strategic hiring and employee development decisions.

In recruitment, one of the main pupose of Assessment Centers, Hogan evaluation can be used to assess whether a candidate’s personality, values, and cognitive abilities align with the requirements of a particular job role. For instance, the HPI can be used to predict a candidate’s suitability for a job role based on their scores on the seven primary scales and six occupational scales. The MVPI, on the other hand, can provide insights into the kind of work environment a candidate would thrive in, based on their core values, goals, and interests.

Similarly, the HDS can be used to identify potential red flags in a candidate’s behavior under pressure, while the HBRI can evaluate a candidate’s problem-solving abilities and business reasoning skills. These assessments can help organizations reduce the risk of bad hires and ensure that they bring the right people into their teams.

Moreover, Hogan Assessments can also be used for employee development purposes. They can help identify an individual’s strengths and areas for development, which can then be used to create personalized development plans. They can also be used to inform coaching initiatives and guide succession planning efforts.

Overall, the use of Hogan Assessments in talent management can contribute to improved hiring outcomes and workforce performance. They are invaluable tools that can guide organizations in making informed, data-driven decisions regarding their most valuable asset – their people.

Other publications on the same subject

• What is an assessment center?
• What is talent acquisition?

This article has been written by Marc Prager.