Hogan Assessments

Hogan Assessments is a global leader in personality assessment and leadership development. Founded in 1987 by Drs. Joyce and Robert Hogan, the company specializes in evidence-based assessments designed to enhance workplace performance and organizational success. With clients in over 50 countries, Hogan’s tools are used by businesses of all sizes to improve talent selection, leadership development, and team effectiveness.

What Are Hogan Assessments?

Hogan Assessments are a series of personality and cognitive tests used by employers to evaluate job candidates’ leadership potential, work behaviors, and risk factors. These assessments help organizations identify individuals who fit well within a company’s culture and can perform effectively in their roles.

Types of Hogan Assessments

Hogan offers several types of assessments, each measuring different aspects of personality and job fit. Here are the three most popular assessments by Hogan:

Hogan Business Reasoning Inventory (HBRI)

The Hogan Business Reasoning Inventory (HBRI) is a cognitive assessment designed to measure problem-solving and decision-making skills in a business context. It evaluates how individuals approach complex problems and use data to make informed choices. Unlike traditional IQ tests, the HBRI focuses on applied reasoning rather than general intelligence. The test assesses both qualitative and quantitative reasoning abilities, which are crucial for strategic thinking. Many employers use the HBRI to identify candidates with strong analytical skills and sound judgment. 

We have gathered all the information you need to know about the Hogan Business Reasoning Inventory (HBRI), here.

Hogan Personality Inventory (HPI)

The Hogan Personality Inventory (HPI) is a personality assessment designed to measure normal personality characteristics that influence job performance. It evaluates how individuals interact with others, approach work tasks, and handle workplace challenges. The HPI is based on the Five-Factor Model of personality and assesses seven key dimensions, including adjustment, sociability, and ambition. Many organizations use the HPI to identify candidates who demonstrate leadership potential and strong interpersonal skills. The results help employers predict job performance, teamwork, and leadership effectiveness. By understanding their HPI profile, candidates can gain insights into their strengths and areas for development in professional settings.

Motives, Values, Preferences Inventory (MVPI)

The Motives, Values, Preferences Inventory (MVPI) is an assessment designed to measure a candidate’s core values, motivations, and workplace preferences. It helps employers understand what drives an individual, providing insight into their long-term career aspirations and cultural fit within an organization. The MVPI evaluates ten key values, including recognition, power, altruism, and security, which influence work-related decisions and behavior. Organizations use the MVPI to match candidates with roles that align with their personal values, increasing job satisfaction and engagement. It also helps leaders and teams understand what motivates employees, improving overall workplace cohesion. By understanding their MVPI results, candidates can identify environments where they are most likely to thrive and succeed professionally.