Leading Employers That Use Hogan

What is the Hogan Assessment and how do I prepare for it?

The Hogan Assessment is a personality-based test used by employers to evaluate traits linked to job performance, leadership potential, and workplace behavior. It typically includes three main parts:

HPI (Hogan Personality Inventory) – measures day-to-day personality and strengths
HDS (Hogan Development Survey) – identifies potential career derailers under stress
MVPI (Motives, Values, Preferences Inventory) – reveals drivers and cultural fit

Hogan Assessments are trusted by organizations around the world to make informed hiring decisions, develop leadership, and build effective teams. These assessments evaluate personality traits, leadership potential, and potential derailers that may impact performance. Their reputation for accuracy, scientific backing, and predictive power has made them a staple in corporate talent management.

Why Companies Use Hogan Assessments

Employers use Hogan’s suite of tools—such as the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI)—to:

Identify leadership potential
Predict job performance
Reduce turnover
Improve team dynamics
Promote employee development

Hogan Assessments are widely used in high-stakes industries where hiring the right person is mission-critical, such as finance, consulting, healthcare, and defense.

Companies That Use Hogan Assessments

Here’s a list of companies and organizations known to use Hogan Assessments as part of their recruitment and talent management processes:

Company/Organization	Industry	Purpose of Use
Deloitte	Consulting/Finance	Leadership development, hiring
General Electric (GE)	Industrial/Tech	Executive selection, team building
PepsiCo	Consumer Goods	Talent management, high-potential programs
Unilever	Consumer Goods	Global leadership assessment
Hilton	Hospitality	Personality profiling, culture fit
United Nations (UN)	Non-Profit/Government	Competency-based hiring
Shell	Energy	Risk mitigation, succession planning
KPMG	Consulting	Selection and development
U.S. Military & Defense	Government	Leadership screening, behavioral analysis
Novo Nordisk	Pharmaceuticals	Talent development, values alignment

These organizations leverage Hogan’s data-driven insights to select candidates who not only perform well but also align with the company’s values and culture.

Industries That Commonly Use Hogan Assessments

Consulting and Professional Services
Finance and Banking
Pharmaceuticals and Healthcare
Hospitality and Tourism
Public Sector and Government
Technology and Engineering

Types of Hogan Assessments: Understanding the Key Exams

Hogan Assessments offer a suite of personality and leadership evaluation tools used by employers to make informed hiring, development, and succession decisions. Each test is designed to measure different aspects of personality, behavior, and potential risks in the workplace.

1. Hogan Personality Inventory (HPI)

The HPI evaluates normal personality traits that relate to job performance. It is based on the Five-Factor Model (Big Five) and measures characteristics like ambition, sociability, adjustment, prudence, and learning orientation. Employers use the HPI to identify individuals who are likely to succeed in a given role and fit well within a team or company culture.

2. Hogan Development Survey (HDS)

The HDS identifies personality-based derailers—traits that may emerge under stress or pressure and negatively impact work relationships or performance. These include behaviors like being overly cautious, skeptical, or passive-aggressive. This test is especially useful for leadership development and risk management.

3. Motives, Values, Preferences Inventory (MVPI)

MVPI assesses what drives a person—their core values, goals, and interests. Understanding what motivates employees helps align them with roles, teams, and company cultures that match their values, improving engagement and retention.

4. Hogan Business Reasoning Inventory (HBRI)

The HBRI evaluates problem-solving skills and reasoning styles, including numerical and verbal reasoning. It is commonly used for roles that require critical thinking and data-driven decision-making.

5. Judgment Assessment

This test measures how people make decisions, especially under pressure. It evaluates both style and effectiveness, combining cognitive and personality insights.

Together, these Hogan exams provide a comprehensive view of a candidate’s capabilities, challenges, and compatibility with specific roles—making them powerful tools for talent selection and development.

Why Practice for Hogan Assessments?

While Hogan Assessments are not traditional “right or wrong” tests, preparation can still improve your performance. Practicing helps you understand the structure and purpose of each assessment, reducing test anxiety and boosting confidence. By familiarizing yourself with the types of questions and the traits being measured, you can answer more consistently and authentically.

For example, reviewing personality traits assessed in the HPI, HDS, and MVPI can help you reflect on your behavior and align responses with professional goals. Practicing cognitive assessments like the HBRI can also sharpen your problem-solving speed and accuracy.

Understanding what employers look for through Hogan’s tools allows you to present your strengths effectively and avoid responses that may flag potential risks. While you shouldn’t try to “game” the test, thoughtful preparation ensures you give responses that reflect your best professional self—making you a stronger candidate for high-stakes roles.