Hogan Assessments Customers
The Hogan Assessments are used by companies of all sizes and specialities globally but below are a few of the companies that have used the assessments.
of the Fortune 500
What are the Hogan Assessments?
They are based on peer-reviewed research
The Hogan Assessments have been validated in over 700 validation studies and 250 criterion-related validation studies to ensure that the results accurately predict workplace performance. The Hogan Research Division comprises of doctoral and masters level organisational psychologists who are continually evaluating and developing their services.
They have a proven ROI across numerous industries
The Hogan Assessments have been proven to predict performance across over 400 roles (job families) in numerous industries – Communications; Computing and Technology; Consulting; Energy; Education; Financial Services; Government; Healthcare; Hospitality; Manufacturing; Retail; Transportation to name a few.
They are flexible
The Hogan Assessments can be used to accomplish talent management objectives ranging from pre-hire selection to executive-level development. The multi-dimensional approach to personality assessment provides detailed insights to drive strategic decisions throughout the employee lifecycle.
Their technology is scalable, flexible and secure
The online assessment platform enables users to take their assessments anywhere, any time. The platform is completely private and secure as it is housed in a Tier IV data centre, protected by a firewall, and monitored by a third-party-managed intrusion detection system. To cater to the needs of global companies, Hogan Assessments are available around the globe in 40 languages.
Become Hogan Certified Today!
This two day, intensive workshop provides participants with the knowledge and skills to administer, interpret and implement the three Hogan personality assessments used by organisations of all sizes and specialities worldwide (over 66% of the Fortune 100 are Hogan Certified) to enhance their selection, training, leadership identification, development, change management and staff retention processes.
The reports generated by the three assessments provide the best objective and predictive data for organisations that genuinely want to select, develop and retain the best people at all levels.
About the Hogan Assessments:
Hogan Personality Inventory (HPI)
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether the goal is to find the right hire or develop stronger leaders, assessing normal personality gives valuable insight into how people work, how they lead, and how successful they will be.
- Strategic career planning and development – The HPI can be used to provide an in-depth picture of a person’s overall strengths and shortcomings and evaluate a person’s career potential across a spectrum of occupations
- Recruitment and selection – The HPI is used as part of a selection process to identify applicants whose personal characteristics are aligned to work demands. Safety reports can also be generated from the HPI assessment
- Appropriate for use with a range of prospective and current employees – from new graduates to organisational leaders
Hogan Development Survey (HDS)
The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge when an individual’s guard is down, for instance, when complacent or bored, or under stress and pressure. These qualities can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality characteristics, you can recognise and mitigate performance risks before they become a problem.
- Personal development – The HDS aids personal development by identifying behavioural patterns that may be holding someone back, that may need further attention
- Team development – The HDS evaluates how a person will perform as part of a team and allows them to avoid tendencies that may damage working relationships
- Selection, on-boarding and strategic career planning – The HDS can be used in conjunction with a measure of day-to-day personality (HPI) and core values (MVPI) to provide an in-depth picture of the person’s overall strengths and areas for development
Motives, Values & Preferences Inventory (MVPI)
The Motives, Values, and Preferences Inventory (MVPI) describes the core values, goals, drivers, and interests that determine what we strive to attain. Assessing an individual’s values can give insight into what motivates candidates to succeed, and in what type of position, job, and environment they will be most productive.
- Culture fit – The MVPI examines how well an individual may fit within an organisation’s culture, as people are happiest working in environments that are compatible with their core values
- Team Development – The MVPI evaluates the compatibility of staff members based on their motives – this is, is everyone striving towards the same goal?
- Career Planning – The MVPI assists people in formulating strategies for their careers by clarifying the areas of interest they should pursue