The primary purpose of the Hogan Personality Inventory test is to evaluate how you behave in a workplace setting. When answering Hogan personality assessment questions, even if they ask about your “usual” behavior, it’s essential to imagine yourself in a professional context and respond accordingly. This approach will help you perform better on the Hogan HPI and increase your chances of excelling in the Hogan personality inventory test.

As discussed, Hogan Personality Inventory test questions evaluate how well your personality aligns with the role you’re applying for. Since different positions require unique traits for success, focus on the specific job requirements to present your best self in the Hogan HPI. Tailoring your responses with the role in mind can significantly improve your performance on the Hogan personality inventory test.

Your expected scores on the Hogan Personality Inventory test will vary depending on the role, with some traits requiring higher or lower scores to match the job’s competencies. However, extreme scores—whether too high or too low—can raise red flags. Striking the right balance in your responses is crucial, and mastering this skill takes careful practice. Use our resources, including Hogan personality assessment free guides, to help you prepare effectively for the Hogan HPI.

The HPI measures personality traits that predict job performance and workplace behavior, focusing on the “bright side” of personality. It’s used by employers to assess traits like ambition, sociability, and stress tolerance.

Use practice tests to familiarize yourself with the test format and questions. Our PrepPack includes full-length simulations, study guides, and tailored tips to help you understand the traits assessed and align your answers with job requirements.

• Be honest but strategic in your answers, focusing on traits relevant to the role.
• Understand what the employer is looking for in terms of personality fit.
• Practice with test simulations to reduce stress and improve confidence.

The test evaluates responses across seven main traits and provides insights into how these align with job expectations. Scores are typically presented in percentile rankings relative to a target role.

Retakes are subject to the employer’s policies, so it’s crucial to prepare thoroughly before your first attempt.

Employers may also use the Hogan Development Survey (HDS) to assess risk factors or the Motives, Values, Preferences Inventory (MVPI) to evaluate cultural fit. Our PrepPack includes resources for all these tests.

Since the ideal score for each personality trait differs from role to role, the answer depends on the position you’re applying for and the employer’s expectations. For example, scoring high on Ambition may be great for executive positions, as it means you would be driven, energetic, self-confident, and competitive. However, it may predict poor performance if you’re applying for a customer service role since the latter requires more sympathy and the ability to follow orders and cooperate in a team.

Going back to the example above- answering ‘strongly agree’ on ‘I feel in charge to make things happen’ would indicate you tend to be highly dominant, a great quality for managerial positions. However, if you are applying for a customer service position, a better answer would be answering disagree or strongly disagree, as it indicates that you are more likely to get along working in a team and to follow others.

The Hogan personality inventory test results are given to employers as percentile scores, indicating where you stand on a certain trait scale compared to others. Every score reflects distinct strengths and shortcomings, so high scores are not necessarily better.

This is what the HPI report would look like: