Personality Tests Practice Pack
This personality tests preparation pack will prepare you for Hogan HPI, Hogan HDS and Hogan MVPI personality tests.
The pack includes:
- 3 personality tests
- 2 study guides
24/7 Customer Support
* 30-Day Money-Back Guarantee
The Hogan Personality Test consists of three sections: the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI). These sections assess different aspects of an individual’s personality, including their strengths, potential areas of derailment, and core values and drivers.
Scoring Your Tests
Hogan tests are scored by comparing your results to other test-takers. Your results for each scale within the tests will be ranked based on the percentage in which your scores relate to the applicant pool. Depending on what the employer is looking for, your results can either work in your favor or work against you.
How to Prepare for the Hogan Test
To prepare for your exams, you will need to familiarize yourself with how each test is structured. This will help you anticipate your responses and ultimately answer in a way that best increases your likelihood of getting the job.
We offer an assortment of practice tests to help you get started. Reach out today to score high marks on your Hogan test!
What is the Hogan Assessment?
Do you have a Hogan test coming up? Many Fortune 500 companies, such as Microsoft, Coca-Cola, General Motors, and Intel use Hogan assessments to find top employees. Hogan tests examine your personality from every angle to give companies the most accurate picture of your job potential.
Each Hogan test covers a different aspect of your personality or way of thinking. There are 2 main types of Hogan assessments: personality tests and cognitive tests. Let’s take a look at the 2 types of Hogan tests to help you prepare for your tests.
There are 3 Hogan personality tests that you might encounter on your assessment: the HPI, HDS, and MVPI assessments. These tests look at your personality to determine your compatibility with the job. Each test takes 15-20 minutes to complete, is administered online, and scores your results instantly.
Here is what’s on each Hogan personality test:
Hogan Personality Inventory (HPI)
The HPI is used to determine your “light side” personality by looking at how you relate to those around you when things are ideal.
This assessment is loosely based on the five personality traits in the Five-Factor Model. There are 7 scales used to assess your personality:
|Adjustment||Open to feedback and self-critical vs resistant to feedback and calm|
|Ambition||Team player and complacent vs competitive and energetic|
|Sociability||Introverted vs extraverted|
|Personal Sensitivity||Confrontational and direct vs friendly and conflict-averse|
|Prudence||Flexible, impulsive, open-minded vs self-reliable, inflexible, and organized|
|Inquisitive||Practical and uninventive vs imaginative and witty|
|Learning Approach||Hands-on and interest-focused vs experimental|
Hogan Development Survey (HDS)
The HDS determines your “dark side” by identifying areas that could affect your performance to see how you respond when things are challenging.
This assessment covers areas that are not in the Five-Factor Model to give employers more insight into the personalities of their applicants. There are 11 scales used to assess your personality:
|Excitable||Low energy vs easily excited and prone to moodiness|
|Skeptical||Naïve vs extremely critical|
|Cautious||Impulsive vs reluctant|
|Reserved||Overly-sensitive vs insensitive to the opinions of others|
|Leisurely||Directionless vs agenda-driven|
|Bold||Insecure vs overly-confident|
|Mischievous||Conservative and compliant vs devious, rule-challenger|
|Colorful||Modest and quiet vs attention-seeking and dramatic|
|Imaginative||Practical and unoriginal vs impractical and unusual|
|Diligent||Poor attention to detail vs meticulous micromanagement|
|Dutiful||Independent vs supervisor-pleasing|
Motives, Values, Preferences Inventory (MVPI)
The MVPI studies your goals, interests, and values to determine what drives you. 10 scales are used to determine your MVPI characteristics:
|Recognition||Avoidance of attention and credit vs desire for public acknowledgment|
|Power||Avoidance of leadership vs desire to lead|
|Hedonism||Professional, formal job environment vs colorful and open-minded|
|Altruistic||Values own work most vs values helping others|
|Affiliation||Independent worker vs team worker|
|Tradition||Challenges routines vs desires like-minded colleagues|
|Security||Adventurous risk-taker vs predictable and consistent|
|Commerce||Values relationships over profit vs favoring financial advancement|
|Aesthetics||Practical, routine, and repetitive vs innovative, individualistic, and creative|
|Science||Prefers interacting with people vs prefers data and technology|
The Hogan cognitive tests assess your thought processes and methods behind how you think to see if you have the discernment to succeed. There are 2 Hogan cognitive tests that you may encounter: the Hogan Judgment test and the HBRI test:
Hogan Judgment Assessment
The Hogan Judgment test is designed to evaluate your decision-making skills. The assessment consists of a combination of your cognitive skills, the “bright” and “dark” personalities, and your values. Three scales are used to test your cognition:
- Information Processing- verbal reasoning and numerical reasoning skills are tested
- Decision-Making Approaches- the methodic ways in which you assess decisions
- Reaction to Feedback- the non-cognitive ways in which you respond to feedback
Hogan Business Reasoning Inventory (HBRI)
The HBRI describes your reasoning style to potential employers. The ways you evaluate data, problem-solve, make decisions based on information, and avoid the repetition of mistakes are looked at to determine your reasoning style.
There are 2 problem-solving types that are measured:
- Quantitative- how you handle visual data, use logic, and comprehend verbal information to solve work-related problems
- Qualitative– how you problem-solve mathematical and spatial material
In addition, the HBRI has 24 items that are measured to evaluate your reasoning abilities. Completion time for this examination is between 25-30 minutes on average.
Start practicing today to improve your score on the real test.
Question and Answer
Q: What is the purpose of the Hogan Personality Inventory? A: The HPI is used to help organizations make informed decisions about hiring, promotion, and development. It provides insight into an individual’s normal personality traits, which can be useful for predicting job performance, identifying potential blind spots or risks, and understanding how an individual is likely to behave in different workplace situations.
Q: How is the Hogan Personality Inventory administered? A: The HPI is typically administered online and takes approximately 30 minutes to complete. The test consists of a series of statements, and individuals are asked to rate the degree to which they agree or disagree with each statement.
Q: What does the Hogan Personality Inventory measure? A: The HPI measures seven normal personality traits: Adjustment, Ambition, Interpersonal Sensitivity, Prudence, Inquisitive, Learner, and Bold. These traits can be grouped into three broader dimensions: the Bright Side (Adjustment, Ambition, and Interpersonal Sensitivity), the Dark Side (Prudence, Inquisitive, Learner, and Bold), and the Irrational Side (Adjustment and Bold).
Q: How is the Hogan Personality Inventory used in the workplace? A: The HPI is used in a variety of ways in the workplace, including for selection and recruitment, leadership development, team-building, and performance management. It can provide valuable insights into an individual’s strengths, weaknesses, and potential blind spots, which can be used to make informed decisions about their development and career path.
Q: Are there any limitations of the Hogan Personality Inventory? A: As with any personality assessment tool, the HPI has limitations. It is important to keep in mind that the HPI measures normal personality, which is just one aspect of an individual’s overall personality. Additionally, the results of the HPI should be used in conjunction with other relevant information, such as job-related abilities, experience, and references, to make informed decisions.