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In the current job market, characterised by fierce competition, employers are increasingly relying on personality tests to identify the ideal candidates for their organisations.
One such established tool is the Hogan Personality Inventory (HPI), which has long been used to gauge various personality traits and behaviours of job candidates and employees.
However, as the landscape of talent assessment evolves, newer and potentially more effective tools are emerging to address the evolving needs of businesses…
In this article, we'll delve into the functionalities and limitations of the Hogan Personality Inventory (HPI) and explore how it compares to the Soft Skill Scan in assessing an individual's soft skills.
While other talent assessment tests, like MBTI for example, was developed for psychological study of all parts of the population, Hogan Personality Inventory is specifically designed for the job market. It was created in the 1980s by Robert and Joyce Hogan.
For the record, Robert Hogan is an American psychologist specialising in personality and organisational psychology, known for developing socioanalytic theory, which integrates psychoanalytic theory, role theory, and evolutionary theory. As for his wife, Joyce Hogan was a prominent industrial-organisational psychologist and a significant collaborator with her husband. She contributed extensively to the field of industrial-organisational psychology, particularly in the areas of employee selection, performance assessment, and personality assessment in the workplace.
The Hogan test, often referred to as the Hogan Personality Inventory (HPI), is based on several key concepts from personality psychology and organisational psychology.
Here are the 4 main aspects on which it is founded:
Big Five: The Hogan Personality Inventory is based on the Big Five personality model, which includes five main dimensions:
As we saw in the previous section, the Hogan Personality Inventory test, also known as the Hogan Personality Inventory test, examines how you behave with others when you're at your best. In other words, it measures your typical, normal, bright-side personality traits.
This assessment tool enables hiring managers and recruiters to identify the working style of candidates, their communication profile, professionalism, and ethics through situation-based questions focusing on real-life encounters at the workplace.
Employers use the Hogan assessment test to ascertain whether candidates possess the necessary traits.
During the test, you will be presented with 220 short statements, and asked to indicate your level of agreement with each of them, ranging from “strongly disagree” to “strongly agree”. The test takes less than 20 minutes to complete. Using this series of statements, the Hogan Personality Inventory test generates a personality profile based on seven primary scales:
This test does not give you a pass/fail score, but places you on a spectrum, indicating your cultural level, generally between 0 and 10.
For instance, if Company A seeks candidates scoring between 3 and 7, and you score a 5, you're in the right range.
However, if Company B prefers candidates scoring between 1 and 3, and you score a 5, you might not make the cut.
So, it's all about discovering whether you are a good match for the company or not.
Employers use the Hogan assessment test to ascertain whether candidates possess the necessary traits not only to fit the open position but also to align with the company's culture and standards.
For instance, candidates applying for management positions must demonstrate a high level of dominance, while those seeking customer service roles might receive a lower score on dominance but still be hired.
Alongside the Hogan Personality Inventory, there's the less popular Hogan Development Survey, the Hogan Development Survey. The Hogan Development Survey (HDS) is a personality test designed to uncover potential career setbacks and problematic behaviors that might arise in stressful or leadership situations.
In contrast to the Hogan Personality Inventory, the Hogan Development Survey delves into measuring your Dark Side personality traits, namely how you react to stress in the workplace.
As we stated above, unlike the Hogan Personality Inventory (HPI), which focuses on typical behavior, the Hogan Development Survey zeros in on potential "negative" behaviors.
The Hogan Development Survey assesses behaviors that could become problematic when individuals face high-pressure scenarios, especially in leadership or stressful work environments.
These performance-impeding behaviours can be translated as “derailment”. They can have an impact on the working environment, damaging relationships with colleagues and the organisation as a whole.
The aim of EDS is to uncover these “derailments”, in order to better understand the potential risks associated with management functions.
Examples of statements in the Hogan Development Survey include:
Candidates respond on a scale from "Strongly Agree" to "Strongly Disagree."
The Hogan Personality Inventory includes 240 questions, while the Hogan Development Survey comprises 170 questions.
Completing the assessment usually takes about 15 to 20 minutes.
Here's an example of what the results page might look like after completing the assessment:
In this example, the candidate scored high in scepticism (cynical + grudges) and cautiousness, and low in diligence. A hiring manager might not be enthusiastic about having this candidate join their team.
Understanding potential derailers can help address weaknesses or adjust responses to present oneself more positively.
Now that we understand how the Hogan Development Survey test works, let's explore the Soft Skill Scan.
Soft skills, unlike hard skills that are straightforward and measurable, can be trickier to define and evaluate. But thanks to advancements in cognitive science, we now have a better grasp of what soft skills are and how to assess them.
At Rising Up, our team of cognitive science experts has created a tool called Soft Skill Scan. This is a reliable assessment tool used to: asses, enrich and map the person’s soft skills.
Soft Skill Scan helps educational, career, program and talent managers to identify students' or other individuals' strengths and areas for improvement in 25 different soft skills. In this way, managers can pinpoint the areas in which students or individuals need extra support.
The great thing about Soft Skill Scan is that it doesn't just point out weaknesses and reveal your skills; it also offers personalised recommendations for improvement through soft skills formation.
Based on the research, our scientific approach goes further to analyse the uniqueness of individuals at work by relying on their learning capacity, behaviors and cognition.
After more than 7 years of R&D with international experts, Rising Up received Deeptech certification from the European Innovation Council (IEC) in 2023, deeming its technology a disruptive innovation.
Rising Up has created THE LAB. the only online soft skills platform capable of assessing, enriching, mapping and certifying soft skills.
Over 3,000 students love our solutions.
The Hogan Personality Inventory, born as a university research, carries with it a heritage rooted in psychology and psychoanalysis. In our view, there are two essential elements to take into account if we are to fully understand the specificities of the two types of test.
Firstly, the elements of its questionnaire, though meticulously standardized with a wide range of working adults, can sometimes seem detached from the practical nuances of the professional world. And this is no surprise, as the emphasis on psychological and psychoanalytic theories of the mid-20th century may limit its direct translation into tangible tools in 2024. This is probably why some users are questioning its relevance to the recruitment of the right candidates for their corporate culture. To take a concrete example, the term 'dominance' is not relevant to describe an aspect of work performance, as it does not directly reflect the collaborative, adaptable and communicative skills essential in a professional environment.
Finally, the theories on which Hogan Personality Inventory is based assume that personality traits are relatively stable over time. In today's professional world, we need people capable of progressing in a number of skills to remain competitive in the face of the AI revolution. Focusing on skills such as soft-skills, rather than personality traits, is therefore much more relevant to improving recruitment, as well as guiding training more effectively.
This is where the soft-skills scan differs from the Hogan Personality Inventory.
In contrast, the Soft Skill Scan emerges with a distinct advantage, drawing upon neuroscientific roots to complete the assessments with tangible, concrete and simple results. But most of all improving their soft skills according to the current job market needs.
Unlike the Hogan Assessment, its neuroscientific foundation offers a more direct link to practical applications in schools and businesses, promising a deeper understanding of human behavior in professional contexts.
Cost could also pose a barrier, as the investment required for Hogan Assessments might strain the budgets of smaller enterprises. There is a great variation in the cost :the more expensive tests used by employers to get a comprehensive insight into a candidate’s personality costs around $400.
In contrast, the Soft Skill Scan's adaptable pricing plans starting at €59 excl. VAT, makes it accessible to businesses of all sizes, ensuring that budget constraints don't impede access to valuable insights.
The Hogan Inventory Test offers a comprehensive assessment of personality traits, focusing on key domains such as interpersonal relations, decision-making styles, and leadership qualities. Its scope extends beyond mere identification of traits to provide valuable insights into how individuals interact within professional environments and their potential for success in various roles.
On the contrary, Soft skill scan focusing solely on what we define as essential core skills. We selected and define them as core skills because they were the most sought-after competencies in today's job market. Soft skill scan provide a comprehensive analysis of crucial skills such as communication, problem-solving, adaptability, and teamwork. By assessing these key abilities, individuals can better understand their strengths and areas for improvement, ultimately enriching their employability and success in a competitive professional landscape.
Hogan Assessment reports may require additional training or expertise to fully understand and utilise the results effectively.
In addition, the complexity of interpreting Hogan reports, combined with the length of the evaluation process and occasional technical problems, could discourage users who want fast, transparent evaluations.
Moreover, the delayed access to analyses leaves candidates waiting in anticipation, craving immediate feedback to guide their personal and professional growth.
Lastly, the analyses of the Hogan Assessments are not always immediately provided at the end of the test, this leaves candidates waiting in anticipation, craving immediate feedback to guide their personal and professional growth.
That’s why Rising Up’s soft skill scan could be a better option!
Its intuitive interpretation and engaging evaluation process, featuring interactive games and quizzes, offer a refreshing departure from traditional assessment methods, fostering a more enjoyable and insightful experience for users.
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Plus, immediate access to results delivered in a humorous and engaging format, ensures a seamless assessment journey from start to finish.
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If you're deciding between the Soft Skill Scan and the Hogan Assessment, consider your priorities. Because at the end, your decision should align with your specific needs and objectives, whether you prioritise depth in soft skills or breadth in overall personality assessment.
Choose the Hogan Assessment for a comprehensive evaluation covering a broad range of personality traits and behaviours, providing more of a personality description and character overview.
On the other hand, if you are a manager, career or educational manager or school director in higher education, you should definitely try our tools.
By identifying areas for improvement, personalising learning experiences, and measuring impact, it provides a roadmap for fostering development and preparing students for future success.
Send us a message 📩 to hello@risinguparis.com and we'll organize a 15-minute demo for you within a week.
Warning: The Soft Skill Scan does not intend to replicate or replace the Hogan Personality test because the two tests follow different methodologies, while providing different value. Both tests help individuals become aware of their talents, strengths, and what makes them unique. Rising Up does not challenge or diminish the value of these tests and encourages individuals to take both assessments. If you have any questions, feel free to contact us at hello@risinguparis.com
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