The Hogan Personality Inventory (HPI) is the industry standard for measuring normal personality. It has a 25-year history of successfully predicting employee performance and measurably improving sales and service across the entire spectrum of industries. The HPI provides information about the "bright side" of someone’s personality — characteristics that appear during social interaction and that facilitate or inhibit a person’s ability to (a) get along with others and (b) achieve his or her goals. The HPI assesses normal personality and interpersonal characteristics and predicts occupational success.
Features of the HPI
- A business-related measure of normal personality
- Designed to predict occupational success
- Useful reports available for selection or development
- No adverse impact — there are no significant gender, age, or ethnic differences in HPI scale scores
- Developed exclusively on working adults
- Normed on more than 500,000 working adults worldwide
- Validated on more than 200 occupations covering all major industries
- Fully Internet enabled
- Available in multiple languages
- Takes approximately 20 minutes to complete online
What the HPI Measures
- Adjustment - Confidence, self-esteem, and composure under pressure
- Ambition - Initiative, competitiveness, and desire for leadership roles
- Sociability - Extraversion, gregarious, and need for social interaction
- Interpersonal Sensitivity - Tact, perceptiveness, and ability to maintain relationships
- Prudence - Self discipline, responsibility and conscientiousness
- Inquisitive - Imagination, curiosity, and creative potential
- Learning Approach - Achievement-oriented, stays up-to-date on business and technical matters
Applications of the HPI
- Sales Pre-Hire Screening — Evaluating overall employability of a potential sales person based on key indicators of success validated across thousands of sales people.
- Sales Selection — Evaluating a person's fit with the requirements of a specific job. Once job requirements have been identified, an HPI profile is developed. The profile is then used to screen job candidates. Candidates with HPI results that match the job profile are more likely to be successful than those whose profiles are less of a match.
- Sales Management Promotion — Helps identify persons who deserve special consideration for advancement in an organization. There are two important questions to answer. The first concerns what kinds of people will perform best in the various roles in the organization. A general answer to this question is that those people whose personality characteristics are compatible with the requirements of their jobs will be more likely to succeed. The second question concerns how to identify the people who will perform well in a particular organizational role.
- Coaching and Development — Perhaps the most powerful benefit to be derived from reviewing one's HPI results is self-awareness. The HPI provides systematic information on personality strengths and weaknesses. This information can be used to construct a high-impact development program that can have a lasting impact on a person's future success.
Great companies often point to their culture as the reason for their success. An organization's culture reflects the values of its leaders and members. This insight is the basis for the development of the Motives, Values and Preferences Inventory (MVPI). The MVPI assesses the core values of individuals; these values define the culture of organizations. The MVPI is a robust predictor of sales and managerial performance where values often influence behavior. It provides an evaluation of the degree of fit between an individual’s values and the rewards provided by organizational culture or the target job.
Features of the MVPI
- Provides a comprehensive, business-based set of values
- Evaluates the fit between a person's values and an organization's culture
- Predicts both occupational success and job satisfaction
- User-friendly reports available for selection or development
- Describes the work environments created by leaders
- Developed exclusively on working adults
- No adverse impact — there are no significant gender, age, or ethnic differences in MVPI scale scores
- Fully Internet enabled
- Available in multiple languages
- Assessment takes approximately 20 minutes online
What the MVPI Measures
- Recognition - Wanting to be known, recognized, appreciated, and famous
- Power - Wanting to be in control, to succeed, and create a legacy
- Hedonism - Wanting fun, variety, excitement, and pleasure
- Altruistic - Wanting to help, serve, and encourage others
- Affiliation - Wanting frequent and varied social contact
- Tradition - Believing in personal customs, duty, hard work, and respect for authority
- Security - Need for predictability, structure, and order
- Commerce - Interest in money, profits, investment, and business opportunities
- Aesthetics - Need for self-expression, wanting to infuse quality into the look, feel, and design of work products
- Science - Enjoying research, interested in technology, and preferring data-based decisions
Applications of the MVPI
- Sales Hiring — Evaluating the degree to which a person's core values match the requirements of a particular job, career or organizational culture.
- Coaching and Development — Evaluating the type of work environment or culture a leader is likely to create, as well as the type of environment in which a person will be most productive.
- Team Building — Using an MVPI team report to identify coalitions, areas of concordance, and areas of potential conflict that can be analyzed and discussed to promote team development.
Although the general characteristics of the Hogan Personality Inventory can easily be seen in a person’s day-to-day behavior, the performance risks assessed by the HDS will only be seen in situations where the person is not actively managing his or her public image. These situations might include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when people feel so comfortable with those with whom they work that they no longer manage their public image. The Hogan Development Survey (HDS) evaluates 11 behavioral tendencies that can derail careers. In the book "Why CEOs Fail", Dotlich and Cairo document the pervasiveness and negative impact of these tendencies among executives. Self-awareness is the key to avoiding the negative consequences associated with these tendencies. The HDS is the only business-related inventory that measures these dysfunctional behavioral patterns.
Features of the HDS
- Designed to predict barriers to a successful career
- Over 50,000 people have completed the HDS — most of these individuals have worked in sensitive individual contributor or leadership positions
- Extensive validation studies in over 50 of the Fortune 500 companies
- User-friendly reports available for selection or development
No adverse impact — there are no significant gender, age, or ethnic differences in HDS scale scores
- Fully Internet enabled
- Available in multiple languages
- Assessment takes approximately 20 minutes online
What the HDS Measures
The Hogan Development Survey (HDS) is comprised of 11 scales measuring behavioral tendencies that impede success. The scales are interpreted in terms of risk — higher scores indicate greater potential for problems on the job. The following are the 11 scales with a brief description of the tendencies associated with higher scores.
- Excitable - Moody, easily annoyed, hard to please, and emotionally volatile
- Skeptical - Distrustful, cynical, sensitive to criticism, and focused on the negative
- Cautious - Unassertive, resistant to change, risk-averse, and slow to make decisions
- Reserved - Aloof, indifferent to the feelings of others, and uncommunicative
- Leisurely - Overtly cooperative, but privately irritable, stubborn, and uncooperative
- Bold - Overly self-confident, arrogant, with inflated feelings of self-worth
- Mischievous - Charming, risk-taking, limit-testing and excitement-seeking
- Colorful - Dramatic, attention-seeking, interruptive, and poor listening skills
- Imaginative - Creative, but thinking and acting in unusual or eccentric ways
- Diligent - Perfectionistic, hard to please, and micromanaging
- Dutiful - Eager to please and reluctant to act independently or against popular opinion
Applications of the HDS
- Personnel Selection — Evaluates dysfunctional tendencies that negatively impact job and team performance. The HDS reveals themes and issues that may not surface in a traditional job interview.
- Coaching — Provides the basis for a behaviorally-oriented coaching process. The HDS development section is an ideal addition to a coach's tool kit because it focuses on high-impact tendencies and identifies issues whose resolution yields a significant return on a customer's investment.
- Team Building — Highlights disruptive tendencies that cause team conflicts. HDS results point out individual issues that negatively impact team performance.
