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Are you a recruiter or hiring manager looking for candidate pre-employment and personality assessment tests and tools similar to Hogan assessments? Connect with Assess Candidates to get started!
Are you a recruiter or hiring manager looking for candidate pre-employment and personality assessment tests and tools similar to Hogan assessments?
Connect with Assess Candidates to get started!
What are the Hogan personality assessments and tests? How can you pass the Hogan personality tests? Find out in this complete guide.
Our website provides a practice personality test and cognitive tests to help you prepare for Hogan assessment tests. Start practicing now for the Hogan assessments!
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Not sure if you should practice for the Hogan assessments? According to research, 60-80% of candidates are rejected based on their aptitude test results. It is proven that practice increases your chances of getting hired.
A study found that candidates who do not practice tend to fail at the first hurdle of psychometric tests (54%-84%). This study looked at the Top 100 global employers (Bradley et al., 2019).
Continue reading to get answers to the following important Hogan test questions:
So, without further ado, let’s get started!
Hogan is an international talent assessment company more commonly known as Hogan Assessments. They specialise in personality tests and workplace assessments designed to help employers with:
Recruitment and Selection:
predicting job fit, potential, and derailers.
Leadership Development:
identifying strengths, weaknesses, and leadership potential.
Employee Development:
helping individuals understand their work style and how others perceive them.
Many Fortune 500 companies around the world use the Hogan personality tests to hire the best candidates.
Let’s find out who some of these top employers are.
Recruiters use Hogan assessments for many companies globally in their recruitment process. Below is a list of some employers that have used the Hogan tests.
Access detailed employer hiring process guides for other Fortune 500 companies with our free step-by-step employer guides, offering insights to help you prepare and stand out during the hiring process.
Top employers choose to use Hogan assessments for a few reasons. Let’s find out why in the following section!
Many top global companies use Hogan assessments for the following simple reasons:
Predict job performance:
Employers use Hogan to see how well candidates are likely to perform in a role.
Spot potential leaders:
The assessments help identify who has the traits to succeed in leadership positions.
Uncover risks and derailers:
They reveal the behaviours that might hold someone back under stress.
Understand motivations:
Employers learn what drives a person and what work culture they’ll thrive in.
Support career development:
Results give insight for coaching, training, and personal growth.
Improve hiring decisions:
Using objective data reduces bias and helps pick the best fit.
Build stronger teams:
Hogan highlights how people will work together and balance each other.
Check out our video below for even more insights into why employers use Hogan’s personality tests to hire!
So, what are the Hogan personality assessments?
Read on as we uncover the popular Hogan personality tests that many multinational employers utilise.
The Hogan personality assessments are psychometric tests designed to measure personality in the context of the workplace. They are built on years of research and are widely used in recruitment, leadership development, and employee coaching.
The Hogan personality tests include three core assessments, which are:
Are you a recruiter looking for bespoke consultancy for your Hogan personality tests? Assess Candidates are the experts you need.
Let’s go through each of the Hogan personality assessments, starting firstly with the Hogan personality inventory.
The Hogan Personality Inventory is based on the Big 5 model and was developed on socioanalytic theory. The HPI captures key behavioural tendencies relevant to the objectives of getting along with others and ahead in the social hierarchy.
For more details on the Big 5 Model and the psychology behind personality assessments, don’t miss our short video below:
The Hogan Personality Inventory measures the bright side of personality, which involves how people typically behave when they are at their best and focuses on traits linked to job performance, such as sociability, ambition, dependability, and prudence.
Good to Know: The Hogan Personality Inventory is mostly used for predicting job fit, strengths, and day-to-day performance.
Another Hogan personality assessment is the Hogan Development Survey (HDS). Let’s check it out below!
The Hogan Development Survey helps identify potential derailers that may interfere with career success and effective performance, such as being overly cautious, sceptical, excitable, or overly bold.
The Hogan Development Survey measures the dark side of personality, which involves tendencies that can emerge under stress or pressure, helping organisations understand risk factors in leadership and performance, especially in high-stakes roles.
Good to Know: The Hogan Development Survey is mostly used for leadership assessment and development, executive coaching, succession planning, and team dynamics.
As well as the light and dark side of personality, another popular style of Hogan personality test is the Hogan Motives, Values, Preferences Inventory.
Keep reading to learn more!
The Hogan Motives, Values, Preferences Inventory helps identify career drivers that determine what you desire and strive to attain and highlights the type of organisational culture a person will create or thrive in.
The Hogan Motives, Values, Preferences Inventory typically measures your motivations and what shapes your organisational culture preferences by evaluating your core drivers, values, and interests.
Good to Know: The Hogan Motives, Values, Preferences inventory explains what kind of work environments a person will thrive in and is often used for career development and culture fit.
Prepare for the Hogan personality assessment by practising with our personality test, which is also based on the Big 5 Model. Learn more about yourself and your work preferences!
Beyond the personality tests, the employers may also use the Hogan cognitive assessments.
The Hogan cognitive assessments help employers measure how quickly and accurately you can process information, learn, make judgements, and solve problems. There are only two Hogan cognitive tests, and they are:
Find out more about the Hogan cognitive tests below.
The Hogan judgment test looks at how you make decisions and assesses your biases to help with decision-making self-awareness. This Hogan cognitive test helps with understanding your strengths and challenges in pre- and post-decision-making phases.
The Hogan judgment test measures how you make decisions, respond to feedback, and adjust your judgement over time to overcome specific biases that may impair decision-making and good judgement.
Good to Know: The Hogan Judgment test is also known as the Hogan Judgment Model and combines both personality and cognitive insights for a complete analysis.
The second cognitive test is the Hogan Business Reasoning Inventory.
The Hogan Business Reasoning Inventory (HBRI) includes business-related problems and examines your ability to use business information to make accurate decisions based on data.
The Hogan Business Reasoning Inventory measures your business reasoning, problem-solving, and decision-making skills. It assesses cognitive ability and problem-solving approaches relevant to the workplace.
Good to Know: The Hogan Business Reasoning Inventory contains problems that test verbal, numerical, and abstract/logical reasoning skills framed in a business context.
Now that we have covered the Hogan online tests, read on for our top tips on how to pass the Hogan tests.
Hogan assessments are used by employers to measure various skills, and below are very handy tips to help you prepare and pass the Hogan online assessments!
Practice with our various essential psychometric tests to help you prepare for the Hogan assessments!
With this, we have covered everything you need to know about the Hogan assessments. But wait, before you go!
Don’t miss our quick FAQs section below, which covers other common questions people ask about Hogan tests.
A good Hogan Assessment score isn’t about being high or low; it’s about fit for the role and company culture. Employers use Hogan assessments to build a personality and cognitive profile that is compatible, not to label someone as good or bad.
Depending on the tests you are asked to complete, a Hogan assessment typically takes 15 to 60 minutes to complete. Employers may give you one Hogan test or a combination of them. Completing the full Hogan suite can take around 60 to 90 minutes.
Yes, Hogan Assessment is widely regarded as accurate because it’s based on decades of psychological research and reliably predicts workplace behaviour and performance. While no test is perfect, it’s trusted by employers worldwide.
No, the Hogan assessment isn’t free. Employers pay to use it, so candidates don’t usually cover the cost, but you can’t access the official tests for free on your own.
Hogan Assessment alternatives for workplace personality and cognitive tests are:
Do you want to pass your Hogan psychometric tests the first time? Practice for your Hogan assessment tests today with us, the only aptitude practice test expert providing practice test solutions to over 150 UK universities and their students, and also across Asia and continental Europe. Practice with peace of mind without commitment to a full 100% money-back guarantee if you do not pass your job tests.
Do you want to pass your Hogan psychometric tests the first time? Practice for your Hogan assessment tests today with us, the only aptitude practice test expert providing practice test solutions to over 150 UK universities and their students, and also across Asia and continental Europe.
Practice with peace of mind without commitment to a full 100% money-back guarantee if you do not pass your job tests.
Start Preparing Today
