In the modern hiring process—especially for leadership and high-stakes roles—employers are increasingly turning to personality assessments to evaluate potential candidates. Among the most respected and widely used is the Hogan Personality Inventory (HPI) and its suite of related tools, collectively known as the Hogan Assessments.
Designed to predict job performance, leadership potential, and workplace behavior, the Hogan test goes far beyond surface-level traits. If you’re facing a Hogan Assessment as part of your application process, it’s crucial to understand what to expect and how to prepare. This guide will walk you through the essentials and provide example questions to get you started.
What Is the Hogan Personality Test?
The Hogan Assessments are a series of scientifically validated tests used to measure:
- Normal personality (Hogan Personality Inventory – HPI)
- Career derailers under stress (Hogan Development Survey – HDS)
- Motivators and values (Motives, Values, Preferences Inventory – MVPI)
Together, these tools offer employers deep insight into how you are likely to behave in a workplace setting—both at your best and under pressure.
Breakdown of the Four Key Assessments:
HPI – Hogan Personality Inventory
The Hogan Personality Inventory measures your everyday personality—how you typically behave when you’re at your best. It focuses on seven primary scales (such as Adjustment, Ambition, Sociability, and Prudence) that align closely with performance in a professional environment. This assessment evaluates strengths like leadership potential, interpersonal style, and reliability. It helps employers understand how you interact with others, make decisions, and respond to routine work situations when things are going smoothly.
Example Insight: A high score in Sociability might indicate a strong preference for teamwork and open communication, while a low score could suggest a more reserved or independent style.
HDS – Hogan Development Survey
The Hogan Development Survey identifies personality-based derailers—traits that may emerge when you’re under stress, fatigued, or not self-monitoring. These behaviors, while not necessarily negative in moderation, can hinder performance or relationships if left unmanaged. The HDS includes 11 scales, such as Excitable, Skeptical, Cautious, and Leisurely, which correspond to risk factors that may impact leadership effectiveness and long-term success.
Example Insight: Someone high in Cautious might avoid taking initiative due to fear of failure, which could limit their effectiveness in fast-paced or innovative roles.
MVPI – Motives, Values, Preferences Inventory
The MVPI explores your core drivers and values—what motivates you, what kind of work environment you thrive in, and how you align with an organization’s culture. It includes 10 scales such as Recognition, Power, Altruism, and Security. Understanding a candidate’s values helps employers predict cultural fit, long-term engagement, and how likely you are to be satisfied in a given role or organization.
Example Insight: A person with high scores in Recognition and Aesthetics may be more engaged in roles that offer visibility and creative expression, while someone scoring high in Security might prefer stability and predictability.
HBRI – Hogan Business Reasoning Inventory
The Hogan Business Reasoning Inventory assesses your cognitive abilities, including how you analyze data, solve problems, and make business-related decisions. Unlike the other Hogan assessments focused on personality, the HBRI evaluates critical thinking and reasoning skills, typically through numerical and verbal problem-solving questions. It is especially relevant for roles requiring strategic thinking, analytical ability, and sound judgment under pressure.
Example Insight: High scorers tend to process information efficiently and make well-reasoned decisions, whereas lower scorers may struggle with complex problem-solving or adapting to ambiguous business situations.
Why Employers Use Hogan Tests
Companies use the Hogan suite to:
- Predict leadership potential and team dynamics
- Assess cultural fit and alignment with company values
- Uncover hidden derailers that might not appear in interviews
- Reduce hiring bias through objective personality data
The test is especially popular in executive recruitment, talent development, and succession planning.
How to Prepare for the Hogan Assessment
Unlike traditional tests, Hogan assessments don’t have “right” or “wrong” answers. But preparation can still help you perform at your best by understanding the structure and being mindful of how you respond.
1. Know What Each Section Measures
Understanding the intent of each assessment helps you stay consistent and self-aware in your responses.
- For HPI, consider how you naturally behave in team settings or while leading.
- For HDS, think about how you respond to stress, conflict, or feedback.
- For MVPI, reflect on what motivates you—status, learning, teamwork, recognition?
- For HBRI, consider how you approach problem-solving, analyze information, and make decisions in business-related situations.
2. Be Honest and Consistent
These assessments often include repeated or reworded items to test response consistency. Trying to “game” the system can result in red flags.
3. Think in a Professional Context
Even when answering personality-related questions, consider how you act at work, not at home or socially.
4. Take Sample Questions for Familiarity
While you can’t memorize answers, getting used to the style and pace of the questions can ease anxiety and improve focus.
Sample Hogan Personality Test Questions
Here are a few example-style questions to help you understand what to expect:
HPI Sample Statements (Normal Personality Traits)
Instruction: Rate each statement as True or False (or on a Likert scale in some versions).
- I enjoy taking charge in group situations.
- I tend to trust people easily.
- I prefer sticking to proven methods over experimenting with new ones.
- I remain calm under pressure.
HDS Sample Statements (Potential Derailers)
Instruction: Indicate how much you agree or disagree with each statement.
- I sometimes avoid conflict, even when it’s necessary.
- I often double-check my work for mistakes, even when I’m confident.
- I feel uncomfortable delegating tasks to others.
- I tend to be skeptical of others’ intentions.
MVPI Sample Statements (Motivators and Values)
Instruction: Choose how strongly you identify with each statement.
- I enjoy being recognized for my achievements.
- I value structured routines over spontaneous activities.
- I am motivated by learning and mastering new skills.
- I prefer working in a highly competitive environment.
HBRI Sample Questions (Business Reasoning Skills)
Instruction: Choose the best answer to each problem-solving question. (Note: The actual test contains multiple-choice logic, verbal, and numerical reasoning questions. Below are illustrative examples.)
- If Product A costs $15 and Product B costs 20% more, what is the price of Product B?
A) $16
B) $17
C) $18
D) $19 - A team completed a project in 40 hours. If a similar project is expected to take 25% more time, how many hours will it require?
A) 45
B) 48
C) 50
D) 55
Tips for Success
- Don’t rush: Take your time to consider each answer. Even though the test is not timed, thoughtful responses matter.
- Stay consistent: Inconsistency can raise concerns about your self-awareness or honesty.
- Be job-aware: Think about the role you’re applying for, but don’t force-fit answers to what you think employers want.
- Reflect on your own work behaviors: Self-reflection before the test can help you answer more authentically.
Final Thoughts
The Hogan Personality Test is a powerful tool—for employers and candidates alike. While you can’t “pass” or “fail” it, your results will paint a picture of your workplace personality, potential risks, and motivators. Understanding how the assessment works, being honest in your answers, and reviewing sample questions can go a long way toward presenting your best self.