Hogan Assessments
by Hogan Assessment Systems
The validity benchmark for senior selection and derailment risk.
How it scores against the Standard
Scored 0–100 on each criterion against published anchors, multiplied by the fixed weight, and summed to the overall score.
| Criterion | Weight | Score |
|---|---|---|
| Predictive & construct validityDoes the tool measure what it claims, and does it predict on-the-job outcomes? Evidence from peer-reviewed and technical manuals. | 30 | 95 |
| ReliabilityTest–retest stability and internal consistency. Would the same person get the same result next month? | 20 | 90 |
| Fairness & adverse impactGroup-difference and adverse-impact data; legal defensibility for selection use (EEOC / equality law). | 20 | 88 |
| Transparency & evidenceIs the technical documentation, norm data and scoring logic openly published and independently auditable? | 15 | 86 |
| Total cost & usabilityAll-in cost including certification, per-report and platform fees — weighed against report quality and ease of use. | 10 | 74 |
| Faking resistanceHow well the instrument resists impression management and deliberate distortion. | 5 | 82 |
| Overall (weighted) | 100 | 89 |
Scored against the GTI Standard. Weights are fixed and published.
The verdict
Hogan's three-instrument suite (HPI, HDS, MVPI) remains the most criterion-validated personality system in commercial use, with a deep technical manual and decades of predictive-validity research. Cost and certification depth are the trade-offs.
Best for: Executive and leadership selection where prediction matters more than price.
Strengths and watch-outs
Strengths
- Exceptional published predictive validity for leadership
- The 'dark side' (HDS) derailment model is genuinely distinctive
- Strong, independently scrutinised technical documentation
Watch-outs
- Premium pricing and required certification
- Report depth demands a trained interpreter
- Less suited to high-volume frontline screening
Alternatives to consider
Other instruments assessed against the same Standard.
MBTI (Myers-Briggs)
Beloved for self-awareness; not defensible for selection.
16Personalities
A polished consumer test — not built for the workplace.
Choosing between tools?
Browse the full Register of independent scorecards, or read the Standard they are scored against.