Hogan Personality Inventory (HPI)
How to pass the Hogan personality inventory?
Start by practicing free Hogan-style questions at 24Practice.com, learn how your personality traits align with workplace expectations, and prepare to present your best professional self.
Want detailed tips? Scroll down to learn what to do before, during, and after the test.
What Is the Hogan Personality Inventory?
The HPI is a personality assessment based on the Five-Factor Model (FFM), also known as the “Big Five” model. Unlike other personality tests that focus on psychological disorders or personal introspection, the HPI is specifically designed to predict job fit, career success, and team compatibility. It is used by businesses worldwide for hiring, development, succession planning, and employee coaching.
The test contains 206 true-false questions and typically takes about 15 to 20 minutes to complete. It is untimed and available in multiple languages, making it accessible to global organizations.
The Seven Primary Scales of the HPI
The Hogan Personality Inventory is structured around seven primary scales, each representing key personality dimensions:
Adjustment
Measures emotional stability and resilience under pressure.
High scorers are calm and steady; low scorers may appear tense or anxious.
Ambition
Assesses initiative, drive, and leadership potential.
High scorers are energetic and goal-oriented; low scorers may prefer supporting roles.
Sociability
Evaluates the desire for social interaction and communication.
High scorers are outgoing and talkative; low scorers may be more reserved.
Interpersonal Sensitivity
Measures tact, empathy, and ability to build relationships.
High scorers are warm and diplomatic; low scorers may be blunt or less concerned with social harmony.
Prudence
Assesses reliability, responsibility, and rule-following behavior.
High scorers are organized and dependable; low scorers may be more spontaneous and flexible.
Inquisitive
Reflects curiosity, imagination, and openness to new experiences.
High scorers are innovative thinkers; low scorers may prefer practical, hands-on tasks.
Learning Approach
Indicates a person’s interest in education, learning, and professional development.
High scorers enjoy training and self-improvement; low scorers may be less focused on formal learning.
Each of these scales provides valuable insight into how an individual is likely to behave in various workplace scenarios, from leadership and teamwork to handling stress and solving problems.
Why Employers Use the HPI
The Hogan Personality Inventory is widely used by Fortune 500 companies, government agencies, and consulting firms. It is particularly valuable because it focuses on observable behaviors that impact day-to-day work and long-term career success.
Key Benefits of Using the HPI:
Improved hiring decisions: Helps identify candidates who are the best fit for specific roles.
Reduced turnover: Employees placed in roles that align with their personality are more likely to stay.
Enhanced team dynamics: Promotes better understanding of individual work styles within teams.
Leadership development: Identifies leadership potential and areas for growth.
Bias-free evaluation: Backed by decades of research and designed to minimize cultural and gender bias.
Interpreting HPI Results
HPI results are presented in the form of percentile scores that indicate where a candidate stands relative to others. High or low scores are not inherently good or bad; their relevance depends on the job requirements.
For example:
A high Prudence score is ideal for roles requiring strict attention to policy, such as compliance or accounting.
A low Sociability score might not be a disadvantage for data analysts who work independently but could be problematic in customer-facing roles.
Organizations often combine HPI results with other assessments, such as the Hogan Development Survey (HDS) or the Motives, Values, Preferences Inventory (MVPI), to build a comprehensive view of a candidate’s potential and risks.
Sample Question (True/False Format)
I enjoy being the center of attention at social events.
(A) True
(B) False
What It Measures:
This question relates to the Sociability scale—specifically, how outgoing or reserved a person is.
If you answer “True”: Suggests a higher score on Sociability (outgoing, people-oriented).
If you answer “False”: Suggests a lower score on Sociability (more introverted, task-focused).
How Scoring Works in the HPI
Each of the 7 main scales is scored based on your pattern of responses across multiple items (not just one). Here’s what you need to know:
1. Percentile Scores (0–100%)
Each trait is scored on a percentile basis compared to a large norm group.
For example, a score report may show:
| Trait | Percentile Score | Interpretation |
|---|---|---|
| Adjustment | 78% | Emotionally stable and calm under pressure |
| Ambition | 92% | Highly driven and leadership-oriented |
| Sociability | 65% | Moderately outgoing and talkative |
| Interpersonal Sensitivity | 48% | Average empathy and diplomacy |
| Prudence | 85% | Highly organized and dependable |
| Inquisitive | 40% | Practical but less abstract in thinking |
| Learning Approach | 90% | Strong interest in learning and growth |
Note: There are no “pass/fail” outcomes—high or low scores are neither good nor bad, but are interpreted based on job fit and workplace role.
Another Sample Question:
I often make decisions quickly, even if I don’t have all the information.
(A) True
(B) False
This question relates to the Prudence scale (measuring impulse control and rule-following):
“True” may indicate lower Prudence (more spontaneous).
“False” may indicate higher Prudence (more cautious and rule-following).
Summary of Score Interpretation
| Score Range | General Interpretation |
|---|---|
| 0–30% | Trait is low; may pose challenges in some roles |
| 31–69% | Average range; adaptable to many work settings |
| 70–100% | Trait is strong; may be a strength or overused |
Overview of Hogan Assessment Tests
| Test Name | Purpose | Traits Measured | Format | Use Cases |
|---|---|---|---|---|
| HPI Hogan Personality Inventory | Measures normal personality and job fit | Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive, Learning Approach | 206 true/false questions (15–20 min) | Hiring, development, team fit, leadership screening |
| HDS Hogan Development Survey | Identifies derailers and risk factors under stress | 11 derailment traits (e.g., Excitable, Skeptical, Bold, Reserved, Leisurely) | 168 true/false questions (15–20 min) | Leadership development, risk mitigation |
| MVPI Motives, Values, Preferences Inventory | Measures core values, motivators, and cultural fit | 10 values (e.g., Recognition, Power, Hedonism, Altruism, Security) | 200 items (15–20 min) | Culture fit, career planning, team alignment |
| HBRI Hogan Business Reasoning Inventory | Assesses cognitive ability and reasoning | Tactical Reasoning (Numerical), Strategic Reasoning (Verbal) | Multiple choice (25–30 min) | Roles involving analysis, decision-making |
| Judgment Hogan Judgment Assessment | Evaluates decision-making and learning style | Information Processing, Decision-Making Style, Reaction to Feedback | Interactive scenarios | Executive hiring, leadership training |
| Hogan 360° | Multirater leadership feedback | Self and others’ ratings across leadership behaviors | Questionnaire sent to peers/managers | Executive coaching, leadership benchmarking |
FAQ
Unlike general personality tests, the HPI is specifically designed for the workplace. It focuses on traits that directly impact job success, such as reliability, sociability, leadership, and learning orientation. It is also validated by decades of research in industrial-organizational psychology.
The assessment typically takes 15 to 20 minutes to complete and consists of 206 true/false questions. It is untimed and designed to be straightforward.
While you cannot “study” for a personality test in the traditional sense, it’s helpful to understand the structure and types of questions. Practicing can help you become familiar with what to expect and reduce test anxiety.
✅ Start your free HPI-style personality practice now at 24Practice.com
There is no pass or fail score. Results are given as percentile rankings across each personality trait. The ideal score depends on the role—e.g., a high Ambition score might be beneficial for sales, while high Prudence may be preferred for compliance roles.
You can access a free HPI-style practice test tailored for workplace assessments at
➡️ https://24practice.com/
This will help you understand how the test works and identify your strengths before the real assessment.
