Hogan MVPI Test

Looking for a Job at URS Corp

Knowing what to expect from the Hogan MVPI Test will help you succeed. Learn about all the steps you will need to take to get to your dream job.

  • What is the Hogan Assessment Test?
  • How long does it take to complete the Hogan Assessment?
  • Can you fail a personality assessment?
  • Is the Hogan Assessment timed?
  • Are personality assessments accurate?
  • Why are Hogan assessments predictive of future performance?
  • What are the 4 principles of assessment?
  • How do you prepare for a Hogan Assessment?
  • What are employers looking for in personality assessments?
  • What are Dark Side traits?

What is the Hogan MVPI Test?

The Hogan Motives, Values, Preferences Inventory (MVPI) assesses the ‘inside’ of personality and gives employers an understanding of what motivates an individual’s choices and decisions and drives them to succeed.
MVPI Uses Personal Development, Team Development, and Organisational Culture

Get prepared for your online Hogan MVPI assessment test

Scales for Low Scorers and High Scorers

  1. Recognition
  2. Power
  3. Hedonism
  4. Altruistic
  5. Affiliation
  6. Tradition
  7. Security
  8. Commerce
  9. Aesthetics
  10. Science

Hogan MVPI Test Sample Questions

  1. Most of my friends Donate to the community
  2. Job security is more important than job satisfaction.
  3. I am competitive, even in my spare time
  4. I often visit my family
  5. Is it OK to make friends at work?

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

Hogan Personality Inventory (HPI)

This HPI personality test evaluation is intended to measure the ‘bright side’ of your personality or your day-to-day personality.

Get prepared for your online Hogan MVPI assessment test

Hogan MVPI personality Test score by position

The Hogan MVPI test is a valuable tool for assessing an individual’s personality and determining their potential fit for a specific position. Here is a table that shows possible scale scores and their corresponding interpretations for each of the six core values, by position:

Position: Executive/Leadership

  • Recognition: High score indicates the individual is motivated by external validation and feedback, which can be useful in leadership positions that involve managing teams and making strategic decisions based on feedback from others.
  • Power: High score indicates the individual enjoys having control and influence over others, which can be useful in leadership positions that involve managing people and resources.
  • Hedonism: Moderate score indicates that the individual values pleasure and enjoyment, but is also focused on achieving long-term goals and taking a disciplined approach to their work.
  • Altruism: Moderate score indicates that the individual values helping others and making a positive impact, which can be useful in leadership positions that involve creating a positive work environment and fostering collaboration.
  • Affiliation: High score indicates that the individual values social connections and relationships, which can be useful in leadership positions that involve building and maintaining relationships with clients and partners.
  • Tradition: High score indicates that the individual values stability and predictability, which can be useful in leadership positions that involve managing and mitigating risk.

Position: Sales

  • Recognition: High score indicates that the individual is motivated by external validation and feedback, which can be useful in sales positions that involve achieving sales goals and receiving recognition for their performance.
  • Power: High score indicates that the individual enjoys having control and influence over others, which can be useful in sales positions that involve negotiating and closing deals.
  • Hedonism: High score indicates that the individual values pleasure and enjoyment, which can be useful in sales positions that involve building relationships with clients and creating positive experiences.
  • Altruism: Moderate score indicates that the individual values helping others and making a positive impact, which can be useful in sales positions that involve providing solutions to clients’ problems.
  • Affiliation: High score indicates that the individual values social connections and relationships, which can be useful in sales positions that involve building and maintaining relationships with clients and colleagues.
  • Tradition: Low score indicates that the individual is more open to change and innovation, which can be useful in sales positions that involve adapting to new market trends and technologies.

Position: Customer Service

  • Recognition: Moderate score indicates that the individual values external validation and feedback, which can be useful in customer service positions that involve receiving positive feedback from customers.
  • Power: Low score indicates that the individual is more comfortable in supportive roles, which can be useful in customer service positions that involve supporting and assisting customers.
  • Hedonism: Low score indicates that the individual is more focused on achieving long-term goals and providing consistent service, which can be useful in customer service positions that involve problem-solving and providing solutions.
  • Altruism: High score indicates that the individual values helping others and making a positive impact, which can be useful in customer service positions that involve providing solutions to customers’ problems.
  • Affiliation: High score indicates that the individual values social connections and relationships, which can be useful in customer service positions that involve building and maintaining relationships with customers and colleagues.
  • Tradition: High score indicates that the individual values stability and predictability, which can be useful in customer service positions that involve providing consistent and reliable service.