Hogan Select Reports

The Advantage Report Is a simple, quick report that takes just five minutes to assess general employability. It measures a candidate’s dependability, composure and customer focus to give an accurate prediction of on-the-job performance. It provides an overall employability score as well as an immediate recommendation that identifies a candidate’s scores as low, below average, average, above average, or high.

This report is based on the Hogan Personality Inventory (HPI).

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This short report identifies each candidate as a high, moderate or low-fit for each job. It details a candidate’s strengths, potential areas of concern and interview style.

This report is based on the Hogan Personality Inventory.

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This describes a candidate’s suitability for the job and the organisation. It combines psychological assessment with behavioural interviewing to evaluate the employment potential of job candidates. The report gives a hiring guide, a behavioural interview guide and a method for making a hiring decision.

This report is based on the Hogan Personality Inventory (HPI) plus the Hogan Development Survey (HDS) and/or the Motives, Values, Preferences Inventory (MVPI) depending on the client’s needs.

There is a Leader Basis Report which identifies a candidate’s potential strengths and weaknesses in leadership roles. The report provides information about employment fit, job fit, job risks, organizational fit, candidate fit recommendation, and candidate interview style. An interview guide is also available.

This report is based on the HPI plus HDS and/or MVPI depending on clients’ needs.

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There is also a Sales Basis Report which measures a candidate’s potential to succeed in a sales role. This is often used for hiring for high revenue-generating sales roles. It also highlights potential conflicts between a candidate’s motivators and a typical sales culture.

This report is based on the HPI and MVPI.

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This report measures a candidate’s emotional intelligence and soft skills. It also measures the candidate’s ability to identify and manage their own emotions and others’ emotions. It takes 15 minutes and gives scores and feedback for six emotional competencies as well as a summary of likely behaviours.

This report is based on the Hogan Personality inventory (HPI) and the Hogan Development Survey (HDS).

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This short report is used for high-volume candidate selection. The report identifies candidates as a low, average or high-fit for a position and gives a graphic display of scores. It can be easily customised to give hiring recommendations for multiple positions.

This report is based on the Hogan Personality Inventory (HPI) plus the Hogan Development Survey (HDS) and/or the Motives, Values, Preferences Inventory (MVPI) depending on clients’ needs.

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This report identifies candidates most likely to meet the future leadership needs of a company. It evaluates candidates on 10 leadership competencies, noting where candidates exceed, meet or are below expectations. Furthermore, it compares candidates on business, leadership, interpersonal and intrapersonal competencies.

This report is based on the Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS) and the Motives, Values, Preferences Inventory (MVPI).

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This report assesses a candidate’s strengths and areas of concern relating to employment in an environment where safety is critical. It provides a graphic summary and interpretation of a candidate’s safety-related behaviour, as well as summary statements indicating the candidates overall strengths and areas of concern.

This report is based on the Hogan Personality Inventory (HPI).

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