Leadership Assessment

What exactly does the Hogan Assessment measure?

Hogan assesses behavior (both day-to-day and in times of stress) to determine a candidate’s job fit, and values and motives to evaluate their organizational fit, using three tests:

• Hogan Personality Inventory (HPI): Measures strength and potential (day-to-day behavior) to assess JOB FIT
• Hogan Development Survey (HDS): Measures derailers of normal behavior in times of stress and fatigue, or in unguarded situations, to assess JOB FIT
• Motives, Values, Preferences Inventory (MVPI): Highlights motives, values and preferences to determine ORGANIZATIONAL FIT

When will Hogan be used?

• Once the executive search process has entered its final stage, with a shortlist of two or three top candidates, the organization may decide to apply the Hogan assessment to these individuals, as described above. This will allow the hiring manager(s) to compare the candidates on the desired behavioral and personality aspects.
• It is quite common for organizations – as part of its talent management policy – to periodically assess and measure the future career potential of its senior executives on. In these cases, Hogan would be a very useful tool.

What makes the Hogan Assessment unique?

The key difference from many other personality tests is that the Hogan method is based on reputation rather than identity – in other words, how the outside world looks at the individual. The predicted tendencies indicate probability, not certainty. Hogan can also match groups with the observer’s descriptions.

Approach

The assessor analyzes the results of the Hogan Assessment test and schedules a video call to explain and discuss them. Following GDPL regulations, the candidate must authorize the disclosure of the results to the employer or potential employer. The results can then be sent to the employer, accompanied by a report summarizing them. If necessary, the results can be explained in a further video conference.

When making hiring decisions, Hogan should be used in combination with other talent-management measures, such as CV and career track record analysis and behavioral interviewing.