Defined as the ‘Bright Side’ of personality, the Hogan Personality Inventory (HPI) describes the characteristics that determine how we work, lead, and relate to others when we are at our best.
The HPI was developed in the 1980s and it is based on the five-factor model of personality. It has since been continuously developed and validated for use in more than 1,500 research studies to provide a reliable and unbiased assessment of key behavioural tendencies that are critical to workplace performance.
Developed specifically for the business community, the HPI predicts the ability to get along and get ahead, which determines success in careers and relationships. Organisations around the world rely on the HPI to provide insight into how people will work, how they will lead, and how successful they will be in their careers.
The HPI is composed of seven primary scales and 42 subscales.
Adjustment: confidence, self-esteem, composure under pressure
Ambition: initiative, competitiveness, leadership aspirations
Sociability: outgoing, approachable, enjoying social interaction
Interpersonal Sensitivity: warmth, tact, perceptiveness, relationship skills
Prudence: self-discipline, work ethic, integrity
Inquisitive: imagination, curiosity, creative potential
Learning Approach: valuing education, training, and staying current
Selection – Dependable and consistent performance in any job role is reliant on
the personality of the individual. The HPI has been developed to measure an
individual’s personality characteristics to predict performance in line with the
demands of the job.
Critical Hires – Defining a candidate profile that will outperform the competition is
the key to filling influential and prominent positions. Only Hogan’s unique approach
can uncover the facets of personality that predict high performance.
Development – The key to development is self-awareness. The HPI enhances an individual’s self-awareness by providing feedback on which personality traits are
assets and which will limit performance. Through the HPI data, individuals can learn
to manage attitudes and tendencies to enable greater career success.
Leadership Assessment and Development – The HPI helps to identify leadership attributes and behaviours to assess leadership potential. Feedback from the HPI
can also anticipate how others will perceive them and the impact that behaviours
may have on an individual’s reputation. Hogan’s approach to leadership
development not only gives a comprehensive description of how personality can
drive or hinder success, but it also provides tools and services to overcome weaknesses and maximise strengths.
High Potential Development - One of the hardest parts of finding high potential employees is defining what potential means. Armed with the industry-leading database of personality research, Hogan have pinpointed key characteristics used to find and develop high potential employees.
Professional & Career Development – Research shows that companies that invest in professional development consistently outperform those that don’t. That’s why Hogan created professional development options that are equally accessible and impactful. With Hogan, your employees will have the strategic self-awareness needed to grow and increase productivity.
Retention - By appointing individuals to roles that match their personalities you can reduce unnecessary staff turnover. The HPI can also be used to redeploy valued staff into roles that they are better suited to them, leading to a more engaged workforce.
Team Development - Achieving the right mix of skills, experience, and personality is the key to forming productive teams. Get that mix wrong, by even just one individual, and the results can be disastrous. Hogan develops teams by analysing the strengths, weaknesses, and values that exist within the group.
Used in more than 1,500 research studies
Increase diversity with unbiased assessment data
From entry-level hiring to leadership development
No invasive or intrusive items