How accurate are Hogan assessments? (3 reasons)

This blog post aims to answer the question, “How accurate are Hogan assessments?” and explore what Hogan Assessments are, and their different types, applications and benefits to help understand the answer. 

How accurate are Hogan assessments?

The Hogan assessments can be said to be quite accurate because of the following 3 reasons –  

  • Hogan assessments are scientifically validated.
  • The Hogan assessments employ valid and reliable questions.
  • Hogan selection tools give reliable data that can be used in a variety of situations.

These 3 reasons why Hogan assessments are quite accurate will be discussed in further detail below after taking a deeper look at what Hogan assessments are. 

What are Hogan Assessments?

Employers utilise Hogan Assessments, a set of science-based aptitude tests, to acquire a precise understanding of the potential and current workers’ personalities and cognitive capacities. 

Hogan Assessments are used by organisations to increase the quality of hires, assist individual growth, and boost team performance. Hogan was founded by Drs. Joyce and Robert Hogan in 1987. Their primary goal is to make Hogan the best personality evaluator in the world. 

Since then, their little business has expanded to service fifty-six nations in forty-seven languages. Most Fortune 500 organisations in America use it as their preferred personality test.

Employers utilise the Hogan evaluation as part of their employment process since it is a complicated personality test. These examinations are difficult since you have no idea what the correct or incorrect answers are or what characteristics the company is searching for. 

This exam is commonly used to screen candidates for mid to upper-level management positions. To describe what they evaluate, Hogan employs an iceberg analogy. Everyone can see the tip of the iceberg. 

Businesses can see what you do and how you get results, but they don’t always understand why you do it. Hogan reaches deep inside to foster strategic self-awareness and a grasp of the work style, derailment risks, and basic beliefs that lie beneath the surface of your apparent water.

Hogan evaluations assist companies in identifying qualities that may influence an individual’s work performance as well as his or her fit within a certain position, team, or organisational culture.

The use of personality assessments to improve job performance was pioneered by Drs. Joyce and Robert Hogan.

The goal of the Hogan evaluation is to –

  • To assess one’s own strengths and flaws.
  • Identify high-potential employees and applicants for leadership positions.
  • Find out what motivates you and what you value.
  • Determine any personality flaws that may have an influence on future performance.
  • Predict how a person will conduct themselves in a professional setting and the essential factors that will drive these activities.

Types Of Hogan Assessments.

Hogan provides three types of personality tests as well as two types of cognitive ability testing.

Hogan Personality Tests.

  • Hogan Personality Inventory (HPI) – There are 220 questions that must be solved in forty minutes. On good days, it evaluates how well you relate to others. It focuses on assessing your positive or typical behaviour.
  • Hogan Development Survey (HDS) – HPI is the polar opposite of this. It focuses on your dark side—those hidden personas within you—as well as how you behave under pressure. This test consists of 170 questions that must be solved in 20 minutes.
  • Hogan Motives, Values, & Preferences Inventory (MVPI) – This evaluates your passions, primary objectives, values, and what drives you to achieve. It’s a test of your inner character. This 200-question test will take you around 20 minutes to complete.

Everyone’s personality has positive and negative aspects. Individuals with dark side qualities are demotivated, whilst those with bright side features are motivated.

When a person is feeling confident and in command of a situation, bright side personality traits emerge. When someone is under stress or anxious, their dark side personality traits might emerge.

Hogan Cognitive Ability Tests.

  • Hogan Judgment (J) – This test incorporates all of Hogan’s previous tests. It’s a complete personality and cognitive abilities assessment.
  • Hogan Business Reasoning Inventory (HBRI) – Using numerical, verbal, logical, and abstract reasoning assessments, this assesses employees’ tactical and strategic thinking abilities. There are 24 questions in this test, and there is no time restriction.

The Hogan test evaluates your mental ability or your hidden personality. Employers regard these two because they forecast your strengths, values, work style, and shortcomings.

Percentile and normative approaches are used to assess the Hogan test. The performance of other test-takers has an impact on your exam outcomes. Your score is compared to the scores of other people who took part in the survey. Your performance is compared to the results of other candidates.

Employers may use Hogan evaluations to eliminate any possible prejudice based on gender, ethnicity, or race throughout the hiring process. It focuses on positive and negative personality traits that might help or hurt an organization’s workforce effectiveness.

What are these 3 reasons why Hogan assessments are quite accurate?

Hogan assessments are scientifically validated.

Hogan personality tests are scientifically validated and provide companies with an accurate picture of a candidate’s personality. Hogan evaluations are extremely precise and dependable personality testing instruments for predicting professional performance. 

Hogan tools aid in the identification and selection of top talent, the development of important skills in current team members, and the elaboration and reinforcement of leadership attributes.

As a data-driven, dependable method of personality evaluation, Hogan Assessment instruments to aid in the formation of the most effective working teams.

Human people are notoriously unpredictably unpredictable. It’s a reality that executive teams, employers, and talent acquisition experts all have to deal with on a regular basis. 

Many psychometric tests claim to give important personality and ability insights, yet they frequently fail to predict performance as well as they claim.

The Hogan assessments employ valid and reliable questions.

The Hogan evaluations employ valid, reliable questions to get to the essence of personality and how it influences job capacity, growth prospects, and leadership potential.

The human personality may be divided into two categories. One is identity, which is our own unique story about ourselves, which includes who we believe we are and how we want to be regarded by others.

The other is our reputation, which refers to what people think of us and what they know about us. Everything we do, from how we perform at work to how we behave ourselves in relationships, is influenced by our reputation. 

The most important predictor of professional success is reputation, which is the more essential of the two personality traits. The ‘reputation’ part of Hogan’s evaluations is highlighted, and data on each individual is linked to performance in real-world situations.

The Hogan tools assist in answering three key questions about team members and job candidates: Are they capable of completing the task? Will they be pleased with the organisation? What is going to get in the way?

Using the Hogan Personality Inventory, the evaluation focuses on the bright side of the personality to forecast crucial work talents (HPI). Bright-side personality refers to how a person acts when they are at their best, in typical situations, and includes everything from social habits to thinking methods.

With the Hogan Development Survey, Hogan investigates dark-side personalities to see what tendencies ‘get in the way’ (HDS). Dark-side behaviours develop when a person isn’t feeling well, whether it’s due to stress, exhaustion, or boredom. 

Overplayed strengths or unusual behaviours are examples of dark-side attributes that may swiftly wreck careers.

Finally, the Hogan assessment looks at internal personality using the Hogan Motives, Values, and Preferences Inventory to see if a possible recruit will enjoy and fit easily inside the organisation (MVPI). 

Hogan selection tools give reliable data that can be used in a variety of situations.

Employers may use the MVPI to see if a candidate’s basic personal beliefs and the corporate culture match, which is ideal for bright-side qualities to develop. A mismatch, on the other hand, results in a lack of drive and dark-side behaviour.

These Hogan selection tools give reliable data that can be used in a variety of situations, such as selecting certain team members for special projects or promotions and identifying applicants that are the greatest fit for your company’s environment and culture.

Overall, the Hogan suite of tools enables you to improve organisational performance by gaining a deeper knowledge of your employees and making smarter, data-driven decisions. Beyond selection, the assessments pave the way for improved growth and leadership development.

For starters, the tools can assist you in growing as a leader by providing you with a better understanding of your own ‘reputation.’ You may individually prosper and set the foundation for your company’s success with this strategic ‘self-awareness.’ 

The techniques may also be used to help high-potential team members improve their self-awareness and other virtues.

“We think that who you are as a leader influences how you lead, which informs how your team performs, and ultimately decides whether the entire organisation achieves and exceeds goals,” says Rachael Stott, Winsborough Strategic Relationships director. 

“You may identify which attributes in oneself to encourage and which ones to address via growth using Hogan evaluations to break beyond accomplishment obstacles.”

All things considered, the information gained from Hogan evaluations may be used to create a roadmap for improving personnel development, selection, assessment, and leadership. 

As has been seen time and time again, this results in effective teams, dynamic leaders, and prosperous businesses.

Conclusion – 

This blog post attempted to answer the question, “How accurate are Hogan assessments?” and reviewed what Hogan Assessments are, and their different types, applications and benefits to help determine how accurate the Hogan assessments are. Please feel free to reach out to us with any questions or comments you may have.

References –

Do Personality Tests Fail At Selection? Hogan Assessments. (2021, December 13). Retrieved from,a%20predictive%20validity%20of%20only%20.

A Quick and Dirty Guide to Validity & Reliability. Hogan Assessments. (2017,  May 30). 

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Hogan Assessments Whitepaper Summary Technical Information for Validity & Norm Groups. (n.d.). Retrieved from

Why Do Personality Tests Fail at Selection?  Undercover Recruiter. (n.d.). Retrieved from

Dawson, A. Hogan Assessments. (2022,  January 28). Retrieved from

Stott, R. Why use Hogan tools for leadership assessment, development and selection? (n.d.). Retrieved from

Trovato, T. What the Hogan Assessment Revealed to Me About My Leadership Style. (2020, September 10). Retrieved from

Flynn, A. How accurate are Hogan assessments? (2020, August 16). Retrieved from

Hogan Personality Inventory Receives Stellar Review from The British Psychological Society. Business Wire. (2018, September 17). Retrieved from