Unlocking Potential | Hogan Assessments When Hiring

Grounded in more than a century of science and underpinned by comprehensive industry research, Hogan Assessments is the international leader in personality insights. Hogan benefits from more than 30 years of experience, providing cutting-edge consulting solutions to some of the world’s largest companies, including half of the Fortune 500. The questionnaires involve focused assessments from four key perspectives. These measure normal personality, derailment characteristics, core values and cognitive reasoning ability. Combined, they offer unique insight into the depths of one’s personality and cognitive reasoning, with strong implications for performance, organisational “fit”, retention and leadership effectiveness. The Hogan Assessments deliver data-based personality insights which can aid in boosting organisational success. They have also been validated in countries all over the world which suggests that their personality and performance metrics integrate different cultural norms and personality traits. Hogan’s international validation can also be seen through the fact that the assessments are translated in more than 40 languages for seamless use in almost any country.

These assessments can be used for talent acquisition which predicts performance of candidates so that employers can make the right decisions for each role they are recruiting for (avoiding bias), or talent development which cultivates strategic self-awareness of current employees, leaders, and businesses, in order to attain their highest potential.

Talent Acquisition

Hogan Assessments identify the candidates who are most likely to:

  • Be better at specific job competencies than others (used in candidate selection)
  • Become the most effective leaders (known as leadership selection)
  • Utilize sound judgement (known as cognitive reasoning)
  • Be safety conscious.

Using Hogan can provide employers with very accurate and efficient tools to aid firms in predicting performance of potential employees. The benefits that arise from adopting this personality assessment is that it reduces bias during hiring, minimises turnover for the long term of the company, reduces hiring time, enables a qualified workforce to be constructed, increases employee satisfaction, and creates a robust organisational culture. Evidently, the analysis of one’s personality allows employers to understand the potential candidate’s personality traits that can then be correlated with real-world performance measures in different roles and industries, however, using workplace data to predict performance is of even greater significance. Hogan allows for performance prediction for years after assessment, they continually update their databases and prediction tools to indicate who will be the highest fit for a given role, and measures everyone, not just top performers, allowing assessors to identify what distinguishes top performers from their peers.

Talent Development

These types of assessments improve employee’s and leader’s performance by:

  • Providing strategic self-awareness
  • Pinpointing high-potential employees
  • Identifying growth productivity through personality
  • Analysing team strengths, weaknesses, and values
  • Measuring the ability to learn from past experiences
  • Creating personality-based safety development plans

Hogan assessments for talent development allows for the retention of current employees and leaders through their refinement. Through these assessments leadership development ca be boosted, future leaders can be nurtured accordingly, career development for employees can be improved and collaborations between and amongst team members can be developed. As well as this, judgement and decision making can be enhanced, and employee’s and leader’s emotional intelligence can be identified and worked on. By learning about how unconscious bias can interfere with career success and understanding the “dark side” of personality, potential weaknesses or overused strengths can be spotted that are hindering performance. Consequently, overall organisational performance can be improved.

Types of Hogan Assessments / Inventories

Everyday life – HPI

This factor measures how executives handle everyday situations. The Hogan Personality Inventory predicts leadership success across all levels and industries. It also allows for insights into the strengths and weaknesses of a candidate and how others perceive them. It takes around 15-20 minutes for participants to complete, giving them a positive assessment experience. This assessment can also be used for entry-level up until leadership development.

Under pressure – HDS

This perspective measures how executives react to situations under high pressure and stress. The Hogan Development Survey predicts challenges in establishing contact, maintaining relationships, and empowering effective teams. By assessing the “dark side” risks, employers can recognise and mitigate the performance risks before they become a problem. HDS helps in identifying derailers that disrupt or interfere with effective performance.


The Motives, Values, Preferences Inventory describes the internal personality, such as the core goals, values, drivers, and interests that establish what people desire and strive to achieve. This allows employers to understand what motivates candidates to do better and in what type of position, job, and environment they will be most productive.


GRS Recruitment is certified to administer the internationally acclaimed Hogan Assessments as part of its recruitment service to help clients identify new potential hires and retain their existing high performing employees. Contact us today to discuss unlocking the potential in your team!