Hogan Assessments
Hogan Assessment Test Answers: What to Expect and How to Prepare
Looking for Hogan Assessment test answers? While there are no right or wrong answers, understanding how the HPI, HDS, and MVPI work can help you respond authentically and align with job expectations. Learn how to interpret the test structure, what traits employers seek, and how free practice tests can prepare you for success.
Hogan Assessments are widely used by employers to evaluate candidates’ personality traits, leadership potential, and workplace behavior. These tests are designed to predict job performance, identify high-potential leaders, and assess behavioral risks in a professional environment.
If you’re applying for a role that uses Hogan tests, it’s essential to prepare ahead of time. Our site offers free Hogan practice tests to help you understand the format, improve your self-awareness, and build confidence before the real assessment.
What Are the Main Hogan Assessments?
Hogan’s tools are grouped into three core assessments that together offer a complete view of personality, motivation, and derailment risks.
| Test Name | Description | Purpose |
|---|---|---|
| Hogan Personality Inventory (HPI) | Measures normal personality traits that influence job performance | Used in hiring, leadership development, and team building |
| Hogan Development Survey (HDS) | Identifies “dark side” personality traits that emerge under stress | Helps manage behavioral risks and derailers |
| Motives, Values, Preferences Inventory (MVPI) | Evaluates core values, goals, and drivers | Assesses cultural fit and leadership values |
Additional Hogan Tools
Leadership Forecast Series: Combines HPI, HDS, and MVPI for a deep analysis of leadership potential and readiness.
Risk Assessment: Provides insights into behaviors that may lead to poor decision-making, interpersonal conflict, or decreased productivity.
Why Take Free Hogan Practice Tests?
Preparing with practice tests helps you:
Understand the structure and logic of Hogan items
Recognize how your traits align with different job roles
Reduce stress and increase familiarity with the questions
Reflect on how your personality might be perceived by employers
Hogan Test Results and Scoring Explained
Hogan Assessments don’t give you a “pass” or “fail.” Instead, the results provide a psychometric profile that employers use to evaluate your fit for a specific role or workplace culture. Each assessment has its own scoring model and interpretation method.
Hogan Personality Inventory (HPI) Scoring
Scale: Each personality trait is scored on a percentile scale from 0 to 100.
Interpretation: Scores reflect how your behaviors compare to a norm group (usually working adults).
Key Scales:
Adjustment (emotional stability)
Ambition (initiative and leadership)
Sociability (interpersonal skills)
Interpersonal Sensitivity (tact and empathy)
Prudence (self-discipline)
Inquisitive (curiosity and creative thinking)
Learning Approach (interest in self-development)
What to Know:
High scores are not always better—ideal results depend on the job. For example, high Prudence is good for accountants but may hinder creativity in designers.
Hogan Development Survey (HDS) Scoring
Scale: Percentile scores across 11 derailers or risk factors (e.g., Excitable, Cautious, Bold, Skeptical).
Purpose: Identifies how you may behave under pressure or stress.
Interpretation:
Low scores: Few risk behaviors, but may lack awareness or assertiveness.
Mid scores: Balanced behavior.
High scores: Potential for problematic behavior under stress (e.g., being overly controlling or withdrawn).
Insight:
Companies use HDS to predict potential leadership derailment or interpersonal challenges.
Motives, Values, Preferences Inventory (MVPI) Scoring
Scale: Ten core value dimensions scored from 0 to 100 percentile.
Purpose: Measures personal drivers, work values, and cultural fit.
Examples:
Recognition (need for visibility)
Power (desire to lead)
Hedonism (pursuit of enjoyment)
Altruism (desire to help others)
Commerce (interest in money and sales)
Tradition, Security, Science, Aesthetics, Affiliation
Employer Use:
MVPI helps companies find employees who match their organizational culture and values.
How Employers Use Hogan Scores
Job fit: Are your traits aligned with the role’s demands?
Culture fit: Will you thrive in the company’s environment?
Development: What are your leadership strengths and blind spots?
Risk mitigation: Could you show counterproductive behavior under stress?
Hogan Personality Assessments Comparison Table: HPI, HDS, and MVPI
| Feature | HPI (Hogan Personality Inventory) | HDS (Hogan Development Survey) | MVPI (Motives, Values, Preferences Inventory) |
|---|---|---|---|
| Purpose | Measures day-to-day personality traits | Identifies derailers and risk behaviors under stress | Reveals core values, drivers, and cultural fit |
| Focus Area | Normal personality and job performance | Potential problem behaviors | Motivations and workplace preferences |
| Use Case | Hiring, development, team fit | Leadership risk, coaching | Culture alignment, engagement, retention |
| Scoring | Percentile (0–100) across 7 dimensions | Percentile (0–100) across 11 derailers | Percentile (0–100) across 10 values |
| Results Used For | Assessing job fit and leadership potential | Predicting stress-related behavior and derailment risks | Matching values with company culture |
| Example Traits/Scales | Adjustment, Ambition, Prudence | Excitable, Skeptical, Bold | Power, Altruism, Hedonism |
| Who Uses It | Employers across industries | Executive coaching, leadership evaluation | Culture-fit assessments, engagement planning |
| Test Duration | ~15–20 minutes | ~15–20 minutes | ~15–20 minutes |
FAQ
Each assessment measures different aspects:
HPI: Everyday personality traits and how you perform at work.
HDS: Potential risk behaviors or personality “derailers” under stress.
MVPI: Core values and what motivates you at work.
No, the Hogan tests are untimed. Most people complete each assessment in about 15 to 20 minutes.
There is no pass or fail score. The results are used to determine how well your personality matches the job and company culture.
Scores are given in percentiles, and a “good” score depends on the job role. For example, a high Prudence score may benefit administrative roles but could be less ideal for creative positions.
Yes. While you shouldn’t try to fake answers, taking practice Hogan tests can help you:
Understand the structure
Reflect on your strengths and risks
Improve test-taking confidence
Employers use the results to:
Match candidates with roles
Assess leadership potential
Identify developmental needs
Evaluate cultural alignment
Flag possible behavioral risks
Yes. The Hogan Leadership Forecast Series is widely used for executive hiring, succession planning, and coaching.
