Hogan is a global leader in data-driven personality assessment, executive recruitment and leadership development.

  • Established in 1987
  • Assessment tools are used in 56 countries and in 47 languages (soon also in Latvian)
  • Based on over 30 years of research
  • The first tool that assesses human personality directly in a business environment
  • A non-discriminatory assessment tool

Target audience: MIDDLE AND TOP LEVEL MANAGERS

Why use Hogan Assessments?

  • It improves the hiring process
  • It is possible to identify one’s strengths and weaknesses
  • It promotes the individual development and leadership skills of each person
  • It improves team efficiency
  • It is possible to predict behaviour in highly stressful or non-standard situations, which cannot be determined through interviews
  • It is possible to determine what leadership style the manager will implement in the team
  • It is possible to identify one’s values, motivators and de-motivators

Bright Side of Personality (HPI)

  • The bright side of personality describes how we relate to others when we are at our “best”.
  • It provides valuable insight into how people work, how they lead others and how successful they will be in your organization
  • 7 scales with 42 subscales are assessed
  • Person’s reputation is evaluated
  • Useful both for finding the right employee and for developing your best managers
  • There are no good or bad results – it all depends on the position

Dark Side of Personality (HDS)

  • The dark side of the personality appears during times of increased tension or in non-standard situations
  • These personality traits can disrupt relationships with other people, damage reputation and disrupt prospects for success.
  • Recognizing these personality “shadows” is an opportunity to reduce risks before they become a problem
  • Personal reputation is assessed on 11 scales with 33 subscales
  • Tested on 10,900 managers worldwide
  • Can only be used in combination with HPI
  • Useful for both evaluating candidates and developing your managers

https://youtu.be/Dqvw8fXT98g

Motives, values, preferences (MVPI)

  • It is possible to determine one’s goals, values, interests and what the person is moving towards or wants to achieve
  • Assessing values provides an opportunity to understand what motivates a person to succeed, as well as in what role, organization and work environment they can be most efficient
  • Personal identity is assessed on 10 scales with 50 subscales
  • The ability to determine what leadership style a person will implement
  • Useful both for evaluating candidates and for learning how to motivate current managers and employees

Business cognitive abilities (HBRI)

  • Evaluates how one thinks and makes decisions
  • Helps to assess the way one will make decisions, solve problems and avoid repeating past mistakes
  • Assesses reasoning skills
  • Tasks based on business situations, such as analysing data, making decisions in x situation
  • Useful both for evaluating candidates and for ascertaining the skills and thinking style of your current managers
30 years

Based on over 30 years of research

In 56 countries

Assessment tools are used in 56 countries and in 47 languages (soon also in Latvian)