Hogan HPI Test?

The Hogan Personality Inventory (HPI) is a commonly utilized personality assessment tool that evaluates regular, day-to-day personality traits. It examines an individual’s strengths and shortcomings in terms of character, along with their workplace behavior patterns.

• What is the Hogan Personality Assessment?
• How long does it take to do the Hogan Assessment?
• What is Hogan HPI?
• What is a Hogan profile?
• Hogan HPI Assessment Practice

The HPI is frequently used in hiring decisions, leadership development, team-building, and other human resource initiatives. Employers may use the HPI alongside other assessments to get a fuller picture of a candidate’s skills, competencies, and personality traits.

What is the Hogan HPI Test

Employers often use the HPI as part of a comprehensive pre-employment assessment process. The results of the test can provide valuable information about a candidate’s personality and work style, which can help employers make informed hiring decisions.

The HPI measures the following dimensions of personality:

1. Adjustment: This dimension measures a candidate’s ability to handle stress and maintain a positive outlook.
2. Ambition: This dimension measures a candidate’s drive for success and achievement.
3. Interpersonal Sensitivity: This dimension measures a candidate’s awareness of and sensitivity to others’ emotions and feelings.
4. Prudence: This dimension measures a candidate’s caution and thoughtfulness.
5. Inquisitive: This dimension measures a candidate’s curiosity and interest in new ideas and experiences.

Get prepared for your online Hogan HPI assessment test

How Are You Scored on the HPI Test?

The Hogan Personality Inventory (HPI) uses a percentile ranking system to measure seven different aspects of personality. When you receive your score on the HPI, it is reported in terms of percentile ranks rather than raw scores.

A percentile rank is a score that tells you what percentage of the population you scored higher than. For example, if you receive a percentile rank of 90 on a particular scale, that means you scored higher than 90% of the people who took the test.

Primary Scales

1. Adjustment
2. Sociability
3. Interpersonal Sensitivity
4. Prudence
5. Learning Approach

Occupational Scales

1. Service Orientation
2. Stress Tolerance
3. Reliability
4. Clerical Potential
5. Sales Potential
6. Managerial Potential

Each dimension is scored on a scale, with high scores indicating a strong tendency in that dimension and low scores indicating a weaker tendency. The scores are combined to create a comprehensive profile of the candidate’s personality and work style.

How does the HPI score impact hiring?

• The Hogan Personality Inventory (HPI) can play a significant role in the hiring process, especially in roles where personality traits are particularly relevant to job performance. Here’s how HPI scores can impact hiring:
• Job Fit: HPI scores can help determine whether a candidate’s personality traits align with the demands and characteristics of a specific job role. For instance, a job requiring strong leadership might look for high scores in Ambition and Interpersonal Sensitivity.
• Culture Fit: Companies may use HPI scores to gauge whether a candidate’s personality aligns with the company culture. For example, a highly sociable and extroverted individual (high Sociability score) might thrive in a collaborative and team-based environment.
• Predicting Performance: Research has shown correlations between HPI scores and job performance in various roles. For example, high scores in Prudence and Adjustment are often associated with reliability, conscientiousness, and effective stress management.
• Development Planning: HPI results can identify potential areas for development. If a role requires high scores in a certain area and a candidate scores low, it may signal that additional training or support is needed.

Hogan HPI Assessments Sample Questions

The Hogan Personality Inventory (HPI) is a personality test based on a series of statements to which you rate your level of agreement or disagreement. Here’s an example of what questions on the HPI might look like, keeping in mind that the actual test may be somewhat different:

1. I enjoy meeting new people.
2. I enjoy taking charge of group activities.
3. I’m easily disappointed.
4. I usually prefer to work alone.
5. I am nervous before big events.
6. Are you a morning person?
7. I find it easy to stay disciplined and stick to my plans.

Sample Likert Scale Questions

You might be asked to indicate how much you agree or disagree with a statement, typically on a 5-point scale ranging from “Strongly Disagree” to “Strongly Agree.”

1. I am usually the life of the party.
   • Strongly Disagree
   • Disagree
   • Neutral
   • Agree
   • Strongly Agree
2. I tend to avoid confrontations.
   • Strongly Disagree
   • Disagree
   • Neutral
   • Agree
   • Strongly Agree
3. I am very detail-oriented in my work.
   • Strongly Disagree
   • Disagree
   • Neutral
   • Agree
   • Strongly Agree
4. I always seek new learning opportunities.
   • Strongly Disagree
   • Disagree
   • Neutral
   • Agree
   • Strongly Agree

Sample Forced-Choice Questions

In a forced-choice format, you might be presented with two or more statements and asked to select which is most like you and which is least like you.

1. Which statement is MOST like you?
   • I enjoy working as part of a team.
   • I prefer to figure things out on my own.
2. Which statement is LEAST like you?
   • I tend to worry about things.
   • I generally act without thinking.

Practicing for assessments like the Hogan Personality Inventory (HPI) is less about trying to “game” the test or achieve a certain score and more about understanding the format, becoming comfortable with the type of questions, and learning to respond honestly and consistently.

Get prepared for your online Hogan HPI assessment test

Hogan Business Reasoning Inventory (HBRI)

The HBRI is a psychometric evaluation that measures the cognitive abilities of potential employees. It is designed for individuals interested in a career within the business field and is an excellent predicting tool for real-world performance.

The Hogan personality tests are most popular when applying to upper-level management and supervisory positions (e.g., directors, accountants, managers, consultants.)