Management Assessment

Hogan Personality Assessment
Hogan is a personality assessment tool specifically designed for senior directors and managers. Unlike other personality tools, rather than creating a profile that is based on how the candidate sees themselves, Hogan looks at how others might see them, their reputation. Reputation in this sense is an objective, stable way to measure personality, a reliable evaluation of observed past behaviour. Research shows that past behaviour is the best predictor of future behaviour. Hogan is a predictive tool that uses statistical analysis to predict job performance and organisational fit. Based on over 30 years of research, Hogan puts the individuals results in the context of nearly 200,000 working age people globally. The assessments also allow employers to eliminate any potential bias based on gender, ethnicity and race as part of a selection process.
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best, giving you valuable insight into how people work, how they lead, and how successful they will be. Potential Report produced.
The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationship and derail peoples’ chances of success. By assessing dark side personality, you can recognize and mitigate performance risks before they become a problem. Challenge Report produced.
The Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive. Values Report produced.




HPI

The Bright Side of Personality
Normal, everyday, at our best behaviour

  • Adjustment – confidence, self-esteem, composure under pressure
  • Ambition – initiative, competitiveness, desire for leadership roles
  • Sociability – extraversion, gregarious, need for social interaction
  • Interpersonal Sensitivity – tact, perceptiveness, ability to maintain relationships
  • Prudence – self-discipline, responsibility, thoroughness
  • Inquisitive – imagination, curiosity, creative potential
  • Learning Approach – achievement orientation, valuing education

HDS

The Dark Side of Personality
Under stress, potentially derailing behaviour

  • Excitable – moody, hard to please, emotionally volatile
  • Sceptical – suspicious, sensitive to criticism, expecting betrayal
  • Cautious – risk averse, resistant to change, slow to make decisions
  • Reserved – aloof, uncommunicative, lacking empathy
  • Leisurely – overtly cooperative, privately irritable and stubborn
  • Bold – overly self-confident, arrogant, entitled
  • Mischievous – charming, risk-taking, excitement-seeking
  • Colourful – dramatic, attention-seeking, interruptive
  • Imaginative – creative, but thinking and acting in eccentric ways
  • Diligent – meticulous, precise, hard to please, micromanaging
  • Dutiful – eager to please, reluctant to act against popular opinion

MVPI

The Inside of Personality
Goals, values, motivations, culture fit

  • Recognition – responsive to attention, approval, praise
  • Power – desiring success, accomplishment, status, control
  • Hedonism – oriented for fun, pleasure, enjoyment
  • Altruistic – wanting to help others and contribute to society
  • Affiliation – enjoying and seeking out social interaction
  • Tradition – dedicated to strong personal beliefs
  • Security – needing predictability, structure, order
  • Commerce – interested in money, investment, business opportunities
  • Aesthetics – concerned with look, feel, design of work products
  • Science – seeks knowledge, research, technology, data

If you would like to discuss any aspect of our services, please do not hesitate to contact us.

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rona@fireflypartners.co.uk

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