Overview: 13 Development and Selection Reports

Report Overviews:

Hogan Personality Inventory
Hogan Development Survey
Motivation, Values, Preferences Inventory

Performance Management Group

Career Builder - Uses Hogan Personality Inventory results to identify strengths, shortcomings, and includes detailed developmental tips

Career Compass - Uses Motives, Values, Preferences Inventory results to outline the occupational significance of a person's core values and to provide effective career planning information 

Management Builder - Also uses Hogan Personality Inventory results to highlight the most effective techniques for managing an employee.

Interpretive Reports - Can be generated for the HPI, MVPI, and HDS. It provides you with graphic profile of the results along with scale by scale analysis.

Leadership Development Group

Potential - The Leadership Forecast Potential Report, based on the Hogan Personality Inventory, explores an individual's day-to-day future leadership style (a measure of job fit). The report includes behavioral descriptions and performance implications for leadership competencies.

Challenge - The Leadership Forecast Challenge Report, based on the Hogan Development Survey, predicts behaviors that can inhibit a future leader's effectiveness and lead to career derailment. The behaviors often emerge when an individual is under stress or pressure of challenging work situations (a measure of stress fit or the dark side of personality).

Values - The Leadership Forecast Values Report, based on the Motives, Values, Preferences, Inventory, explores the core values and goals at the center of an individual's identity. Values dictate the future leader's emphasis concerning working with others and the type of environment the future leader promotes. From this perspective, the Values Report predicts individual fit with a career, team, and organization (a measure of organization fit).  

Coaching - Leadership Forecast Coaching Report is a self-guided, comprehensive development-planning tool. It integrates the information from the Potential, Challenge, and Values Reports into a five-step planning process.

Reports for Job Candidate Selection

These reports are customized and require a validation study with the Hogan Job Evaluation Tool, described at the end of this page.

Suitability - This report provides you with a graphic view of the candidate along with a selection recommendation.

BASIS - This report provides you with a structured interview guide, candidate summary, along with a selection recommendation. Together it provides a comprehensive picture of a person's strengths, shortcomings, and core aspirations.

Candidate Potential Report (CPR) - A major concern of HR managers today is the risks and costs of bad hires. The Candidate Potential Report (CPR) will help you select the right candidates for jobs throughout your organization, ultimately increasing productivity, decreasing turnover and minimizing the risks and costs of bad hires. The report provides an immediate recommendation based on the assessment results that will identify each candidate as high, moderate or low fit for the job opening. Additionally, the report identifies the candidate’s strengths, areas of concern and interview style.

Hogan Safety Report-New!-An easy to use, intuitive and high-performing measure of safe work behavior. The Hogan Safety Report is based on 28 years of research and is designed to help companies improve productivity, reduce turnover, lower accident rates and increase team and customer satisfaction. Applicable to a wide range of industries, the report determines a candidate's work style and overall safety orientation. Employers can maximize selection procedures for hiring safer employees, as well as determine the extent to which their current workforce is comprised of safe workers. View a sample Hogan Safety Report.

IPAR - Typically used on all Hogan inventories and may incorporate results from supplemental assessment tools (i.e. Watson-Glaser). IPAR’s are individually prepared by a trained consultant. The assessment results are evaluated and a comprehensive performance summary is written for each candidate according to the requirements of the target position.

Job Evaluation Tool

The Job Evaluation Tool (JET) assesses characteristics of jobs and organizations that are important for effective performance and career fit in today’s job market.  The JET is comprised of four sections.

The first section is the Performance Improvement Characteristics; (PIC) job analysis.  The PIC is a 48-item questionnaire that has SMEs specifically define those personality characteristics that will facilitate incumbent job performance.  The items are directly related to the Hogan Personality Inventory and provide the opportunity to compare the similarity of jobs (in terms of the HPI scales) based on these profiles. 

The second section assesses Performance Barriers. It includes 22 items and examines behavioral characteristics that would impede or degrade performance.  

The third section is the Motivational Improvement Characteristics (MIC) job analysis.  The MIC is a 40-item questionnaire that assesses the environment in which an employee works.  Several items are directly related to each scale on the Motives, Values, Preferences Inventory (MVPI: Hogan & Hogan, 1996) and items are summed and averaged across raters and converted to percentiles, resulting in a profile of the values that help define workgroup climate. 

Lastly, the forth section is the Competency Environment Tool (CET).  The CET is composed of a list of common competencies found on jobs and asks the SME to evaluate the extent to which each competency facilitates job performance in the identified job.  Once a list of the most important competencies is identified, the relationship between these competencies and the Hogan database can be determined.  

View Description of Hogan Assessments Certification Workshop.