The Hogan assessment is a personality assessment used by employers to predict job performance and leadership potential. If you've been asked to take one as part of a hiring process, here's what you're actually dealing with — and why it's different from most personality tests you've encountered before.
Hogan Assessments is a company that publishes a suite of scientifically validated personality instruments. They're used by about half of the Fortune 500. The assessments are grounded in personality psychology research and built specifically for workplace contexts — not general self-discovery. That distinction matters.
There are three core Hogan tools you're most likely to encounter:
Organizations typically use one or more of these depending on the role and level. Senior leadership hires often involve all three. Entry-level or mid-level roles might only use the HPI.
The HPI is based on the Five Factor Model of personality — sometimes called the Big Five — but operationalized for predicting job outcomes rather than describing personality types. It measures seven primary scales:
Each scale is scored on a percentile, and employers compare your profile against norm groups and competency models relevant to the specific role you're applying for. There's no universal "good" score — a high ambition score is valuable for a sales role but might be a flag for a compliance-focused position.
The Hogan Development Survey is the tool most people don't know about — but it's often the most influential part of a senior-level assessment. The HDS measures 11 "derailers" — personality tendencies that can become liabilities when you're under pressure, fatigued, or just not monitoring yourself carefully.
The 11 HDS scales include patterns like:
These traits aren't inherently negative — everyone has some of these tendencies. The question is which ones are elevated and whether they're managed. Organizations use the HDS to understand what risks come with a candidate and what development might be needed.
The MVPI — Motives, Values, Preferences Inventory — is about fit. It measures ten value themes that shape what environments and cultures you find motivating:
If your MVPI shows high Affiliation (you value group membership and collaborative environments) and you're being placed in a highly competitive, individual-performance role, that's a culture fit risk. Organizations use the MVPI to identify candidates whose values align with the team, department, or organizational culture.
People ask this constantly, and the honest answer is: not easily, and not without risk. The Hogan assessments include validity scales that detect response patterns consistent with faking (responding in socially desirable ways rather than honestly). If your validity flags are elevated, the assessor will note that your results should be interpreted with caution — which is typically worse than simply having a complex personality profile.
More importantly: faking the Hogan typically backfires anyway. If you fake high conscientiousness and land a role that requires very high conscientiousness, you'll struggle. Hogan assessments work best when they match your actual personality to roles where that personality is genuinely likely to succeed.
The better approach? Be reasonably self-aware and honest. If the Hogan finds a genuine mismatch between you and the role, that's actually useful information — not just for the employer, but for you.
Most organizations use Hogan as one data point among many — not as a pass/fail gate. The results are usually reviewed by a trained assessor (often an industrial-organizational psychologist or HR professional with Hogan certification) who interprets the scores in the context of the role competency model.
You're not going to receive a copy of your Hogan results in most cases. Some organizations do provide feedback, especially for leadership development assessments. If you're in a process that involves a debrief, that's where you'll get explanation of what was found and what it means for your development.
For a more detailed look at all three Hogan instruments and how they're scored, the Hogan assessment overview guide covers the HPI, HDS, and MVPI in depth. If you're preparing for an upcoming assessment, understanding what each instrument measures helps you go in without anxiety and with a clearer sense of what the employer is actually trying to learn about you.
Going into a Hogan assessment cold — without understanding what's being measured or how the questions work — is an avoidable disadvantage. Familiarity with the format and the types of statements used helps you respond thoughtfully rather than quickly and carelessly.
Our free Hogan assessment practice questions walk you through the types of agree/disagree and frequency-scale statements you'll encounter. They're not about finding the "right" answer — they're about helping you understand the assessment language and what different response patterns indicate about personality traits.
If you've got an upcoming assessment as part of a hiring process, spending 20 minutes on practice questions is a smart use of time. Start now and go into it knowing what to expect.