Hogan Assessment

What is the Hogan Assessment?

Hogan assessments are a suite of workplace questionnaires associated with psychologists Robert Hogan and Joyce Hogan. They examine personality, potentially counterproductive tendencies, and values. “The Hogan Assessment” can refer to different instruments, so it matters which one is being used.

The main Hogan assessments

• The Hogan Personality Inventory (HPI) measures ordinary personality characteristics relevant to workplace behavior.
• The Hogan Development Survey (HDS) examines potentially counterproductive tendencies, especially under strain. These are sometimes called derailers.
• The Motives, Values, Preferences Inventory (MVPI) examines goals, values, and interests.

How are Hogan assessments used?

Organizations use them in recruitment, leadership development, and coaching. A development discussion might examine when a person's usual approach becomes less useful under pressure. A selection process might consider how measured characteristics relate to a particular role.

Team and individual development discussions can use the results to frame questions about working preferences and behavior. The value comes from connecting a result to the actual work, rather than treating the report as a complete account of the person.

Cost and access

Before commissioning an assessment, establish what the service includes: the questionnaire, report, interpretation, and any follow-up coaching. Compare the total cost with the decision or development need it is meant to support.

Criticisms, limitations, and interpretation

Interpretation depends on the instrument, comparison group, job requirements, and evidence for the intended use. A personality profile cannot replace an assessment of skills, ability, or working conditions. HDS scores are not clinical diagnoses.

The product descriptions explain what the instruments are designed to measure. Claims about better hiring, leadership, or team performance require evidence about those outcomes. No score guarantees job success.