The pack includes:
- Personality Tests
- Study Guides
What Is the Hogan HPI Test?
The Hogan HPI Test is the Hogan Personality Inventory Test. Robert Hogan created it in the late 1980s. The test is based on the five-factor model of personalities. The Hogan HPI tries to capture behavioral tendencies of potential employees as relevant to life themes of ‘getting ahead of others’ and ‘getting along with others.’
The Hogan HPI Test is used by companies like IBM, HSBC, Bank of America and more. It is available in over 40 languages, and it has been used to assess 3 million participants. Over 1000 research studies have validated the Hogan HPI test for use.
The Bright/Dark Sides of Human Personality
The HPI test measures the bright and dark sides of a person’s personality. The bright side of a person’s personality are the qualities attributed to the person when he/she is in control. The bright side is always exhibited when a person is successful and happy. The dark side of a person’s personality is usually exhibited whenever the person is tired, hungry, agitated and under stress. Both sides could be exhibited within a person’s professional and personal life. HPI tests both the bright and dark side of a person’s personality. HPI tests a person’s potential to grow.
Robert Hogan and his team of psychologists believe that that personality is the most important factor that determines achievement. Robert Hogan and his team believe that the habits of an individual are more important than the individual’s skills, training, and experience in determining if the individual will succeed or not.
The bright side of a person’s personality reflects their potential for growth. The dark side of a person’s personality reflects their capacity for failure. The dark side of a person’s personality shows how the person reacts under stress.
Scales Used by the HPI Test
The HPI test measures normal personality across the following seven scales:
- Adjustment: Low scorers under this scale often open to feedback, honest and candid, and they are often self-critical and moody. High scorers under this scale are often resistant to feedback, calm and steady under pressure.
- Ambition: Low scorers under this scale are often willing to let others lead, complacent and good team players. High scorers under this scale are often restless, forceful, competitiveness and energetic
- Sociability: Low scorers under this scale are often quiet, socially reactive and good at working alone. High scorers under this scale are often talkative, outgoing and lovers of attention.
- Interpersonal sensitivity: Low scorers under this scale are often tough, cold, willing to confront others, frank and direct. High scorers under this scale are often conflict-averse, warm and friendly.
- Prudence: Low scorers under this scale are often impulsive, open-minded and flexible. High scorers under this scale are often inflexible, dependable and organized.
- Inquisitive: Low scorers under this scale are often uninventive, not easily bored and practical. High scorers under this scale are often poor implementers, imaginative and quick-witted.
- Learning approach: Low scorers under this scale are often averse to technology, focused on interests and hands-on learner. High scorers under this scale are often insightful, interested in learning and intolerant of the less-informed.
The HPI predicts work performance by measuring six occupational scales:
1. Orientation towards Service: Courteousness towards customers and attentiveness towards customers.
2. Tolerance towards Stress: calmness under pressure and composure.
3. Reliability: positive organizational citizenship and honesty
4. Managerial potential: decision-making skills, planning and leadership skills
5. Sales Potential: social skills, energy and the ability to solve problems.
6. Clerical Potential: meticulousness, the ability to communicate clearly and self-discipline.
Format of the HPI Test
The test comprises of about 266 questions in which you provide ‘agree’ or ‘disagree’ answers to. It will take you about 15-20 minutes to complete the HPI test. The HPI test is usually conducted at assessment centers with scores, and an automated report sent immediately to prospective employers after you complete the test.
How to Do Well in The HPI Test?
- Don’t aim for too high or too low scores: Yes, ambition is good. But if you are seen as too ambitious, it could also mean that you are a bad team player. So, attempting to score too high or too low in certain questions on the test to trick it in your favor can impede your overall performance on the best.
- Familiarize yourself with the test questions: To do well in the test, you should get familiar with questions on the test before you go to the assessment center. When you study the traits and review the various practice questions ahead of time, you’ll be able to present your answers honestly and professionally. You won’t be caught unawares, and you will make fewer mistakes.
- Ask your potential employer about the test: A lot of interviewers won’t mind if you ask them how relevant the test is in the hiring process. You can ask them how the test will be used and if you’ll be able to see your results. Be polite when posing your questions.
- Rest well before taking the test: Sleep well before taking the test. Sleeping well will increase your chances of passing the test and providing the right answers to the test.
- Be realistic with your responses: Some responses are unreal, and test administrators can see through these responses. Be as realistic as possible with your answers on the HPI test.