Ace the Hogan Assessment: A Comprehensive Guide to Success

The Hogan Assessment is a suite of personality tests widely used by employers to evaluate candidates for various roles, from entry-level positions to senior management. These assessments delve into your personality traits, values, and potential derailers, providing employers with insights into how you might perform and fit within their organization. Successfully navigating the Hogan Assessment can significantly increase your chances of landing your dream job. This comprehensive guide provides detailed steps and instructions to help you understand the Hogan Assessment, prepare effectively, and ultimately ace the test.

Understanding the Hogan Assessment Suite

The Hogan Assessment suite comprises several different tests, each designed to measure specific aspects of your personality. The most common assessments include:

• Hogan Personality Inventory (HPI): Measures normal, or bright-side, personality characteristics. It describes how you behave when you are at your best and predicts success based on key dimensions of personality.
• Hogan Development Survey (HDS): Measures potential career derailers, or dark-side personality characteristics. It describes how you behave under stress and predicts behaviors that can impede relationships and job performance.
• Hogan Motives, Values, Preferences Inventory (MVPI): Measures core values, motives, and interests. It describes what you strive to achieve and predicts job satisfaction and alignment with organizational culture.

While other specialized Hogan assessments exist, these three are the most frequently used in recruitment and development processes. Understanding the purpose of each assessment is crucial for tailoring your approach and maximizing your performance.

Step-by-Step Guide to Preparing for the Hogan Assessment

Preparation is key to performing well on the Hogan Assessment. The following steps will guide you through the process:

1. Understand the Specific Assessment You’ll Be Taking

Before you begin your preparation, confirm which Hogan assessments you’ll be required to take. Knowing whether you’ll be taking the HPI, HDS, MVPI, or a combination of these will allow you to focus your efforts effectively. The invitation to take the assessment should specify which tests are included.

2. Research Hogan’s Framework and Dimensions

Familiarize yourself with the specific dimensions and scales measured by each assessment. This knowledge will provide context for the questions and help you understand how your responses are interpreted.

• HPI Dimensions: Understand the meaning behind scales such as Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, and Learning Approach. Each of these dimensions represents a different facet of your personality and how you interact with the world.
• HDS Dimensions: Learn about the potential derailers measured by the HDS, including Excitable, Skeptical, Cautious, Reserved, Leisurely, Bold, Mischievous, Colorful, Imaginative, and Diligent. Understanding these potential pitfalls will help you be more aware of these tendencies in your own behavior.
• MVPI Dimensions: Explore the values and motives assessed by the MVPI, such as Recognition, Power, Hedonism, Altruism, Affiliation, Tradition, Security, Commerce, and Aesthetics. Consider how these values align with your career goals and the values of the organization.

You can find information about Hogan’s framework and dimensions on their official website or through reputable online resources.

3. Reflect on Your Own Personality and Experiences

The Hogan Assessment aims to evaluate your typical behavior, values, and potential derailers. Take time to reflect on your past experiences and how you’ve handled different situations. Consider your strengths, weaknesses, and how you interact with others in both positive and challenging circumstances.

• Identify Your Strengths: Think about situations where you excelled and what personality traits contributed to your success.
• Acknowledge Your Weaknesses: Recognize areas where you could improve and how your behavior might have negatively impacted a situation.
• Consider Your Values: Identify what is truly important to you in your work and personal life.

This self-reflection will help you answer the assessment questions honestly and accurately.

4. Practice with Sample Questions (If Available)

While the Hogan Assessment doesn’t provide official practice tests, some resources offer sample questions or similar personality assessments. Taking these practice tests can help you familiarize yourself with the question format and gain confidence in your ability to answer accurately and efficiently. Be cautious when using third-party practice tests; ensure they are from reputable sources that align with Hogan’s methodology.

5. Align Your Responses with the Target Role and Organization (Strategically)

While honesty is crucial, it’s also important to consider the requirements of the role and the values of the organization. Research the company culture, the key competencies required for the position, and the leadership style of the hiring manager. Tailor your responses to demonstrate that you possess the qualities and values that the organization seeks.

Important Note: This doesn’t mean you should completely fabricate your answers. Instead, focus on highlighting aspects of your personality that align with the organization’s needs and downplaying potential derailers that might be detrimental to the role.

For example, if the role requires strong teamwork skills, emphasize your sociability, interpersonal sensitivity, and ability to collaborate effectively with others. If the organization values innovation and creativity, highlight your imaginative and learning-oriented tendencies.

6. Be Consistent in Your Responses

The Hogan Assessment includes several built-in measures to detect inconsistencies in your responses. Ensure that your answers are consistent throughout the assessment, even when questions are phrased differently. Avoid contradicting yourself or providing conflicting information.

Pay attention to the wording of the questions and carefully consider how your answers reflect your overall personality and values.

7. Manage Your Time Effectively

The Hogan Assessment is typically timed, so it’s important to manage your time effectively. Don’t spend too much time on any single question. If you’re unsure of an answer, make your best guess and move on. You can always return to the question later if time permits.

Practice answering questions quickly and accurately to improve your speed and efficiency. This will help you complete the assessment within the allotted time.

8. Ensure a Stable and Quiet Environment

When taking the assessment, choose a quiet and comfortable environment where you won’t be disturbed. Minimize distractions and ensure that you have a stable internet connection. This will help you focus and concentrate on the questions.

9. Answer Honestly (with Strategic Considerations)

While it’s important to align your responses with the target role and organization, honesty is still crucial. Avoid providing answers that are completely fabricated or misrepresent your true personality. The Hogan Assessment is designed to detect inconsistencies and identify individuals who are trying to manipulate the results.

Instead of trying to be someone you’re not, focus on highlighting your strengths and downplaying potential derailers in a way that is authentic and genuine.

10. Review Your Responses (If Possible)

If time permits, review your responses before submitting the assessment. Look for any inconsistencies or errors and make any necessary corrections. This will help ensure that your answers accurately reflect your personality and values.

Understanding the Hogan Scales in Detail

A deeper understanding of each of the Hogan scales can provide valuable insights and help you fine-tune your approach to the assessment.

Hogan Personality Inventory (HPI) Scales

• Adjustment: Measures emotional stability, self-confidence, and resilience. High scores indicate individuals who are calm, even-tempered, and confident in their abilities. Low scores suggest individuals who are more anxious, easily stressed, and prone to self-doubt.
• Ambition: Measures achievement orientation, leadership potential, and drive. High scores indicate individuals who are ambitious, assertive, and eager to take on challenges. Low scores suggest individuals who are more content with the status quo and less interested in seeking leadership roles.
• Sociability: Measures extraversion, social confidence, and interpersonal skills. High scores indicate individuals who are outgoing, sociable, and enjoy interacting with others. Low scores suggest individuals who are more introverted, reserved, and prefer solitary activities.
• Interpersonal Sensitivity: Measures tact, empathy, and the ability to build relationships. High scores indicate individuals who are considerate, empathetic, and skilled at building rapport with others. Low scores suggest individuals who are more direct, blunt, and less sensitive to the feelings of others.
• Prudence: Measures conscientiousness, responsibility, and attention to detail. High scores indicate individuals who are organized, reliable, and detail-oriented. Low scores suggest individuals who are more spontaneous, flexible, and less concerned with rules and procedures.
• Learning Approach: Measures intellectual curiosity, openness to new experiences, and a desire for continuous learning. High scores indicate individuals who are curious, inquisitive, and eager to learn new things. Low scores suggest individuals who are more resistant to change and prefer to stick with what they know.
• Service Orientation: Measures courtesy, agreeableness, and a desire to help others. High scores indicate individuals who are helpful, cooperative, and committed to providing excellent service. Low scores suggest individuals who are more independent, self-reliant, and less focused on serving others.
• Stress Tolerance: Measures the ability to cope with pressure and maintain composure under stress. High scores indicate individuals who are resilient, adaptable, and able to handle stress effectively. Low scores suggest individuals who are more easily overwhelmed by stress and prone to burnout.
• Reliability: Measures integrity, honesty, and trustworthiness. High scores indicate individuals who are dependable, ethical, and committed to upholding high standards of integrity. Low scores suggest individuals who are more prone to taking shortcuts, bending the rules, and compromising their ethical standards.
• Clerical Potential: Measures attention to detail, accuracy, and the ability to follow instructions. High scores indicate individuals who are detail-oriented, meticulous, and skilled at performing clerical tasks. Low scores suggest individuals who are more easily distracted, make more errors, and prefer more creative and less structured work.

Hogan Development Survey (HDS) Scales

• Excitable: Describes individuals who are easily frustrated, quick to anger, and prone to emotional outbursts.
• Skeptical: Describes individuals who are distrustful, cynical, and suspicious of others’ motives.
• Cautious: Describes individuals who are risk-averse, hesitant to make decisions, and overly concerned with potential problems.
• Reserved: Describes individuals who are aloof, distant, and uninterested in forming close relationships.
• Leisurely: Describes individuals who are resistant to authority, passive-aggressive, and tend to procrastinate.
• Bold: Describes individuals who are arrogant, entitled, and prone to overestimating their abilities.
• Mischievous: Describes individuals who are manipulative, deceitful, and willing to bend the rules to get what they want.
• Colorful: Describes individuals who are attention-seeking, dramatic, and prone to exaggeration.
• Imaginative: Describes individuals who are eccentric, unconventional, and prone to flights of fancy.
• Diligent: Describes individuals who are perfectionistic, overly critical, and prone to micromanaging others.

Hogan Motives, Values, Preferences Inventory (MVPI) Scales

• Recognition: Values public acknowledgment, praise, and status.
• Power: Values control, influence, and leadership.
• Hedonism: Values pleasure, enjoyment, and excitement.
• Altruism: Values helping others, making a difference, and contributing to society.
• Affiliation: Values social interaction, teamwork, and belonging.
• Tradition: Values stability, predictability, and adherence to rules and customs.
• Security: Values safety, stability, and risk avoidance.
• Commerce: Values financial success, profitability, and economic gain.
• Aesthetics: Values beauty, creativity, and artistic expression.
• Science: Values knowledge, research, and intellectual pursuits.

Common Mistakes to Avoid

Even with thorough preparation, it’s easy to make mistakes on the Hogan Assessment. Avoid these common pitfalls:

• Trying to Be Perfect: Aiming for a flawless profile is unrealistic and can be easily detected. Focus on presenting your strengths honestly and acknowledging areas for improvement.
• Providing Inconsistent Responses: Ensure that your answers are consistent throughout the assessment, even when questions are phrased differently.
• Answering Based on What You Think They Want to Hear: While it’s important to consider the requirements of the role and the values of the organization, avoid completely fabricating your answers.
• Rushing Through the Assessment: Manage your time effectively, but don’t rush through the questions. Take the time to carefully consider each question and provide accurate responses.
• Ignoring the Instructions: Read the instructions carefully before beginning the assessment and follow them closely.

The Day of the Assessment

On the day of the assessment, ensure you are well-rested, hydrated, and have eaten a healthy meal. This will help you stay focused and alert throughout the assessment. Arrive early or log in ahead of time to ensure you have everything you need and are ready to begin on time.

After the Assessment

After completing the Hogan Assessment, it’s important to be patient and wait for the results. The employer will typically use the results in conjunction with other assessment tools and interviews to make their hiring decisions. Even if you don’t receive positive feedback immediately, remember that the Hogan Assessment is just one factor in the overall evaluation process. It’s also beneficial to ask for feedback on your Hogan results. This can provide valuable insights into your strengths and weaknesses and help you identify areas for development.

Conclusion

The Hogan Assessment is a valuable tool for employers to evaluate candidates’ personality traits, values, and potential derailers. By understanding the assessment suite, preparing effectively, and avoiding common mistakes, you can significantly increase your chances of success. Remember to be honest, consistent, and strategic in your responses, and to align your answers with the requirements of the role and the values of the organization. With careful preparation and a thoughtful approach, you can ace the Hogan Assessment and take a significant step toward landing your dream job.