Prepare Online for the Hogan Judgment Assessment

The Hogan Judgment Assessment is one of the assessments provided by Hogan. It assesses your cognitive skills, your bright side and dark side personality tendencies, and values that affect the way you approach decisions and your ability to learn from your mistakes and biases and make better future decisions. The Hogan Judgment assessment questions are comprised of the HBRI, HPI, HDS, and MVPI. 

Based on these, the Hogan Judgement report includes three sections: 

• Information Processing- this section is based on the cognitive part of the assessment. It estimates how effectively you process verbal and numerical information. What is your thinking style when solving problems- do you tend to rely more on verbal knowledge such as words and images? are you more of a logical thinker? or do you have a more practical and intuitive approach? 
• Decision making- this section describes the thinking process that drives your decisions, based on relevant personality tendencies. 
• Coachability- this part tells the employer how you react to criticism and how likely you are to learn from past mistakes. 

The Hogan Judgement Model describes employees' decision-making style in terms of the three elements listed above. Here we will go over those in more detail:

How well do you process information?

this section will describe the way you tend to think about and solve problems based on your information processing speed and style. Based on your answers on HBRI-style questions, your thinking style will be categorized as one of these: 

1. Deliberate- individuals who base their decisions on a wide range of information, and take their time processing both numerical and verbal information. They want to understand the facts thoroughly and make established decisions. Such individuals tend to do well in occupations that require meticulously researched decisions.
2. Qualitative- People in this category tend to process verbal information more efficiently than numerical information. They often prefer using words rather than data to interpret and describe events and are good at reading and accumulating verbal knowledge. Therefore, they are likely to do well in story-telling occupations such as journalism and advertising. 
3. Quantitative- People who are logical thinkers, tend to process numerical information more effectively than verbal information. Because they enjoy identifying patterns and predicting outcomes based on data, they are likely to excel in fields such as finance and engineering. 
4. Versatile- Individuals who can efficiently process both numerical and verbal information, to quickly solve problems. They tend to do well in occupations that require quick decisions with limited information across diverse topics. 

One of the most important aspects of judgment is your ability to learn from experience to do something different in the future. This part describes your ability to do just that- it evaluates the way you react to feedback and respond to bad decisions, shaped by relevant personality tendencies.

1. Defensive vs. Cool-Headed- when confronted with bad news, some people react in a cool-headed way, so they are able to calmly review feedback and look at the situation with an open mind. People who are more defensive tend to react in a more excitable and explosive way when confronting criticism, they might blame others, and become argumentative and upset. 
2. Denial vs. Acceptance- do you distort reality in your favor or accept it? people who react in denial when facing criticism would have a hard time learning from experience. These individuals might ignore feedback, distort data, downplay mistakes or blame them on others.  People who are more accepting of their mistakes are able to take responsibility for bad decisions and acknowledge failure. 
3. Superficial vs. Genuine Engagement- this part is related to the behavior a person displays. When receiving feedback, individuals who are genuinely engaged are motivated to improve future decision-making and are open to learning. However, individuals who are superficially engaged are likely to agree with negative feedback to gain approval or to avoid potential conflicts, hence they are likely to repeat past mistakes.

Your openness to feedback and coaching will be assessed based on where you are located in regard to each tendency. The more open you are to feedback and coaching, the more likely you'll be to change and improve future decision-making. 

The Hogan Judgement Report provides a detailed description and report about a candidate's results on the Hogan Judgment Assessment. The report covers the individual's information-processing, decision-making process, openness to feedback, and coaching. All of these segments have been designed to give personalized advice on how to improve and/or fix their decision-making and judgment process.

The best preparation for the Hogan Judgment assessment is understanding the important characteristics of good judgment and trying to demonstrate those on personality and HBRI questions. At the moment, our team of experts is working on a tailored practice pack that will guide you on how to answer questions on the hogan judgment assessment in a way that demonstrates those characteristics. There, you'll receive Hogan Judgment test examples, samples questions, guidelines and tips. In the meanwhile, you are welcome to try free Hogan assessment sample questions and take full personality and HBRI practice tests on our Hogan Assessments Prep Pack.