Chartered Industrial Psychologists

Hogan Assessments

Robert and Joyce Hogan have developed a suite of 4 assessment tools, including one ability test and 3 personality inventories. The best known of their assessment tools are the Hogan Personality Inventory (HPI) and Hogan Development Survey (HDS).

The original model for developing the HPI was the CPI, as the Robert Hogan had worked with this tool for over 25 years. Both the CPI and HPI have an aim to predict performance and social outcomes although the former was developed using an empirical keying strategy and the later was first based on the Five Factor Model of personality and writing items to reflect those factors.

the leadership puzzle

The HPI provides information on the “bright side” of personality that is characteristics that appear in social interactions and that can facilitate or inhibit a person’s ability to get along with others and to achieve their goals.

Hogan Development Survey (HDS) is a measure of the “dark side” of leadership behaviours and derailers.

An Overview of each of the Hogan Assessment Tools:

Hogan Personality Inventory (HPI)

The HPI is a measure of normal personality and it provides information about characteristics that appear in social interactions, interpersonal characteristics and achievement orientation.

  • 206 items
  • 7 major scales with 41 sub scales
  • Untimed and takes approximately 30-45 minutes to complete
  • Validity scale to detect erratic responding

Due to the Hogans' view that there is virtually no faking by applicants taking assessments when going for a role, there is no seperate measure to measure attempts to fake or positively manipulate the tool.

The 7 major HPI scales are:

Measures the degree to which a person appears calm and self accepting, or conversely, self-critical and tense.


Measures the degree to which a person seems socially confident, leader-like, competitive and energetic.


Measures the degree to which a person seems to need and / or enjoy interactions with others.

Interpersonal Sensitivity

Measures the degree to which a person seems perceptive, tactful, and socially sensitive.


Measures the degree to which a person seems conscientious, conforming, and dependable.


Measures the degree to which a person is perceived as bright, creative and interested in intellectual matters.

Learning Approach

Measures the degree to which a person seems to enjoy academic activities and value educational achievement for its own sake.

Hogan Development Survey Overview

The Hogan Development Survey (HDS) is an assessment that assesses 11 common dysfunctional dispositions that can interfere with a person’s ability to build relationships with others and create cohesive, goal-oriented teams.

These dispositions typically only are seen when the individual is highly stressed or overloaded and they are not able to actively manage their public image.

Individuals typically have 2-3 elevated scores and these are likely to be the behaviours seen under pressure.

  • 168 test items
  • 11 primary scales
  • Untimed and takes approximately 30 minutes to complete
The 11 HDS Scales are:

Behaviour that ranges from emotional calmness to emotional explosiveness. High risk excitable behaviours are moodiness, being hard to please, easily annoyed and may not handle pressure well.


Behaviour that ranges from having confidence in others and expecting the worst for them. High risk skeptical scorers may seem cynical, mistrustful, fault finding and being alert to signs they are being mistreated.


Behaviour that ranges from confidence to undertake new activities to a reluctance to try new things. High cautious scorers may be reluctant to take risks, chances or make decisions due to an unusual fear of criticism or failure.


Behaviour that ranges from caring about the problems of others to seeming unconcerned about other people. High reserved scorers keep to themselves, avoid meeting new people and can be indifferent to the moods and feelings of others.


Behaviour that ranges from cooperative and open to feedback to being stubborn, irritable or hard to coach. High leisurely scorers can show some passive aggressive behaviours, they value their independence but can feel mistreated or under appreciated.


Behaviour that ranges from modesty and self-restraint to assertive self promotion and unrealistic expectations of self. High bold scorers may feel entitled and may be unwilling to admit mistakes or listen to advice/feedback.


Behaviour that ranges from seeming quiet and unassuming to seeming charming impulsive and limit testing. High mischievous scorers tend to be charming however they may be too risk-taking and are easily bored and may be too impulsive.


Behaviour that ranges from modesty and quiet restraint to dramatic and colourful self expression. High colorful scorers tend to like a high profile, but they may be too self-promoting, easily angered, and quickly bored.


Behaviour that ranges from level headed, sensible, and practical to imaginative, usual and unpredictable. High imaginative scorers tend to act and think in creative, unusual and sometimes odd ways. Their ideas may be too eccentric and they may not be aware of how their actions affect others.


Behaviours that range from being relaxed, tolerant, and willing to delegate to being meticulous, picky, critical and less willing to delegate. High diligent scorers tend to be pedantic, precise, but overly critical of others' performance.


Behaviours that ranges from being independent and willing to challenge people in authority to being conforming and reluctant to take independent action. High dutiful scorers may be too ingratiating to their manager(s), be indecisive and be reluctant to "rock the boat".

Motives, Values and Preferences Inventory (MVPI)

The Hogan Motives, Values and Preferences Inventory (MVPI) assesses 10 different motivational aspects which can affect a person’s fit with the organisational culture.

This psychometric assessment provides information on a person’s interests, motives and drivers as well as provides data for a manager on how to motivate them.

In addition to the information on these 10 areas, the MVPI gives a breakdown of the person around where these preferences may display themselves.

There are 5 different areas of motivation:

  • Life Style – do they get motivated by these preferences in the way they like to live their life outside of work.
  • Beliefs – do they espouse this preference as a good thing or believe in it generally, without necessarily being motivated by it.
  • Occupational Preferences – do they like this preference in the occupation(s) they have.
what motivates people and engages them
  • Aversions – do they have adverse reactions to some values or preferences and do they find that they dislike or get de-motivated when surrounded by these values or preferences.
  • Preferred Associates – do they like to be around other people who show these values and preferences. 

The MVPI has:

  • 200 items
  • 10 primary scales
  • Untimed and takes approximately 30 minutes to complete
The 10 MVPI Scales:

Valuing creative and artistic self expression, an interest in art, literature, and music, lifestyle guided by imagination, culture and attractive surroundings


Valuing frequent and varied social contact, an interest in working with others, and a lifestyle organised around social interactions.


Valuing improving society and actively helping others, an interest in helping those less fortunate and making the world a better place.

Some people fear networking and sales

Valuing business activities, money, and financial gain, an interest in realising profits and finding business opportunities.


Valuing good company and good times, an interest in pleasure, excitement and variety.


Valuing success, being influential, asserting authority and control and outperforming others.


Valuing fame, being seen, visible, and noticed by others.


Valuing learning, an interest in new ideas, technology, and analytical problem solving, and a lifestyle organised around exploring and understanding how things work.


Valuing certainty, predictability, and risk-free environments, an interest in structure and order.


Valuing history and convention, an interest in high standards and appropriate social behaviour, and a life organised around well established principles of conduct.

Hogan Business Reasoning Inventory (HBRI)

The test makers claim the HBRI is an ability test designed to evaluate Critical Reasoning, Strategic and Tactical Reasoning using three categories of business data.

These business data categories are:

  1. Verbal information based on conversations, e-mails, and written reports.
  2. Quantitative information that comes from tables, data in financial reports and statistical analyses.
  3. Graphic information that comes from charts, graphs, and figures. .

The Strategic and Tactical Reasoning constructs work to explain an individual’s capacity to process many kinds of dense and complex information that may be found in the real world (Critical Reasoning).

This HBRI has no time limit which in our view is a drawback as there is no analysis of the difference time pressure makes to a person’s testing result. For instance, if two people get exactly the same score however we could find out one person took 4 hours to complete the assessment and the other took only 20 minutes, the testing result does not reflect this difference between the candidate’s abilities. There is no indication given by the test maker of the time taken by the candidate to complete the test. Without a time limit it is not possible to check the speed of critical thinking as the candidate can take as long as they need to answer the items.

This test has 36 items and can be done online unsupervised. It is most suitable for middle management assessment and has a NZ norm.