HOGAN ASSESSMENTS

 The Hogan Assessments remain the industry standard for measuring workplace personality, with a 40-year history of predicting employee performance and helping companies reduce turnover, absenteeism, shrinkage, and poor customer service. The Hogan assessments were developed specifically for the business community and can be used for talent selection and development and organizational analysis. 

 The HPI is business-related measure of normal personality designed to predict job performance. The HDS assesses personality characteristics beyond the FFM that can impede successful performance. The MVPI provides a comprehensive, business-based taxonomy of values and highlights the fit between a person's values and an organization's culture. The HPI, HDS, and MVPI predict job performance across all industries and organizations in every country. The HPI, HDS, and MVPI have 28 main scales and over 120 subscales, providing over 150 variables involved in predicting workplace performance of key hires and roles.     

 Developed exclusively based on research involving working adults, the HPI is normed using data from over 2 million working adults worldwide. The HDS is normed using data from over 1 million working adults worldwide and the MVPI is normed using data from over 500,000 working adults worldwide. 

Researchers have used the HPI in over 320 criterion-related validation studies to predict occupational performance across a range of jobs and industries. The HDS has been used in over 70 criterion-related validation studies and the MVPI has been used in over 80 criterion-related validation studies.

The HPI, HDS, and MVPI are available in over 40 languages with reports available in over 30 languages. The Hogan assessments are fully Internet enabled; all three assessments take 45-60 minutes to complete. Reports are usually available 90 seconds after assessment completion.

The HPI, HDS, and MVPI have no invasive or intrusive items and have no adverse impact. Every HPI, HDS, and MVPI validation study includes adverse impact analyses, and to date none of the studies has shown adverse impact for HPI profiles by race/ethnicity, gender, or age. 

 The predictive validity of the Hogan Personality Inventory (HPI) is .29 for predicting performance across job families. However, when the HPI is combined with the Hogan Development Survey (HDS) and Motives, Values, and Preferences Inventory (MVPI), that number jumps to .54. While this may not seem very high, a good comparison is to look at the validity for something completely unrelated. For example, the predictive validity of ibuprofen for pain reduction is only .14. For another, more closely-related example, the correlation between structured job interviews and job performance is .18.