HOGAN Assessments: Better Talent Decisions & Leadership

What Are Hogan Assessments?

Hogan evaluates personality from three angles and connects these insights with real job performance data. The result is a strong decision-making foundation for recruiting, leadership, and team development.

• HPI (Bright Side): Everyday behavior, strengths, work style

• HDS (Dark Side): Overused strengths and potential derailers under pressure

• MVPI (Values): Motives and values that guide decisions and leadership behavior

Job performance depends on many factors. Traditional performance reviews are often subjective because they strongly reflect the evaluator’s perspective. Personality, however, remains relatively stable over time and can be measured reliably. Studies show a clear predictive link between personality traits and later job performance. Combining personality profiles with role-specific KPIs further increases predictive validity — an approach Hogan has used systematically for decades.

How Are Hogan Assessments Used?

1. Recruiting & Selection

Make better hiring decisions without bias:

Personality data combined with role-specific KPIs provide objective fit scores instead of relying on intuition. Structured interview guides and comparison tools help hiring teams make faster, more transparent decisions.

Reliable worldwide:

Hogan is globally normed and based on an international dataset of more than 200,000 people. With availability in over 50 languages, it supports consistent processes and comparable decisions across countries.

2. Leadership Development

Leverage strengths, reduce risks:

Leaders gain insight into how their behavior is perceived day-to-day and which patterns may become problematic under pressure.

• HDS highlights common derailers (e.g., withdrawal, impulsivity, control tendencies)

• MVPI reveals the values and drivers that shape a leader’s decision-making

360° – Multi-rater feedback:

360° provides a comprehensive view for executives, leaders, managers and high potentials. It compares self-perception with feedback from others and benchmarks the results against global leadership norms.

Comparison of (manager) self-perception with employees

This gives leaders clear guidance on which competencies are well developed and where targeted development is needed – across both behavioral and functional dimensions.

3. High-Potential Development & Succession Planning

Identify hidden talent:

Hogan supports early identification of high-potentials and provides an objective basis for career paths and succession planning. Its scientifically grounded methodology increases accuracy in evaluating potential and improves planning for future leadership pipelines.

4. Safety & Service Quality

Assess safety awareness:

With millions of data points from real-world work environments and decades of research, Hogan identifies how safety-conscious employees or candidates are likely to behave. This is especially valuable in high-risk sectors such as manufacturing or logistics.

Recognize service-oriented behavior:

HDS and HPI scales highlight behavioral tendencies that can support or hinder customer interaction. Organizations can use these insights to intervene early and provide targeted training.

Conclusion

Hogan provides scientifically validated personality diagnostics that help organizations measurably improve leadership quality, team performance, and overall business outcomes. The result: fair, transparent, and reliable decisions in recruitment, leadership development, and team dynamics.