Personality Tests

Every job requires that workers possess certain competencies (i.e., demonstrated knowledge, skills, abilities or other characteristics) in order to effectively and efficiently carry out the tasks of that job.

Some competencies are difficult to assess using traditional multiple-choice cognitive ability/job knowledge tests and can be more accurately measured with a well-researched and validated personality assessment.

 

CPS HR Consulting has partnered with Hogan Assessment Systems to offer three personality assessments that help public and non-profit agencies select and develop high-performing employees.

 

HOGAN PERSONALITY INVENTORY (HPI)

The HPI measures normal personality based on the five-factor model. Each candidate is scored on seven scales (Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive and Learning Approach) to provide detailed information on what is commonly referred to as the "bright side" of personality. The bright side involves characteristics that facilitate or inhibit a person's ability to get along with others and to achieve his/her occupational goals. Because the HPI is a measure of normal personality, it provides information about how a person acts in most situations (i.e., how most people would describe this person if asked). It consists of 206 true or false statements and takes about 15 minutes to complete.

 

HOGAN DEVELOPMENT SURVEY (HDS)

The HDS assesses eleven performance risks (Excitable, Skeptical, Cautious, Reserved, Leisurely, Bold, Mischievous, Colorful, Imaginative, Diligent and Dutiful) that interfere with a person's ability to build relationships with others and create cohesive, goal-oriented teams. While the HPI measures things typically seen in a person's day-to-day behavior, the HDS measures things that are typically seen when a person is in a situation of high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when a person feels comfortable enough with the people he/she works with that he/she is no longer managing his/her public image. It consists of 168 true or false statements and takes about 15 minutes to complete.

 

MOTIVES, VALUES, AND PREFERENCES INVENTORY (MVPI)

The MVPI provides insight regarding a person’s core values, goals, and interests on ten different scales (Aesthetics, Affiliation, Altruistic, Commerce, Hedonism, Power, Recognition, Science, Security, Tradition). This information allows for an evaluation of the fit between an individual and an organization’s culture, which helps ensure that new hires’ values align with those of the organization. People prefer to work with others who share their values, dislike those who do not, and are happiest working in environments that are consistent with their values. It consists of 200 statements where a candidate may select “agree,” uncertain,” or “disagree” and takes about 15 minutes to complete.

 

REPORT OPTIONS

Advantage ($15 per report)
This report uses 71 of the 206 statements from the HPI to provide a candidate score on three scales (Dependability, Composure, and Customer Focus). The report provides an overall general employability score and along with potential interview questions. This report is most appropriate for high volume selection into entry level jobs.

Express ($50 per report)
This report uses the HPI and provides a hiring 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.

Fit ($30-$75 per report)
This report compares a candidate’s scores on the HPI, HDS, and/or MVPI to research-based and validated cutoff scores in order to present a selection recommendation. The cost of this report depends on how many assessments you add - $30 for one assessment, $55 for two, and $75 for all three.

Potential ($150 per report)
This report is generated from the HPI and explores day-to-day leadership style under normal conditions. This report includes an introduction, background, and scale by scale description as well as a full page graph. In addition, there are graphs provided for each scale with narrative descriptions of behavioral implications and leadership implications, as well as a competency analysis.

Challenge ($150 per report)
This report is generated from the HDS and explores behaviors that can inhibit leadership effectiveness in time of stress, novel or ambiguous situations, or heavy workloads. This report includes an introduction, background, and scale by scale description as well as a full page graph. In addition, there are graphs provided for each scale with narrative description of behavioral implications and leadership implications, as well as a competency analysis.

Values ($150 per report)
This report is generated from the MVPI and explores the motives, values, and goals that identify the best working environment for an individual. The Values Report predicts individual fit with a career, team and organization. This report includes an introduction, background, and scale-by-scale description as well as a full-page graph. In addition, there are graphs provided for each scale with narrative description of behavioral implications, leadership implications, and environment fit.

Leadership Forecast ($400 per report)
This report includes the Potential, Challenge, and Values Reports to evaluate leadership on four dimensions: Competencies, Derailers, Values, and Development

Coaching (Free with order of Leadership Forecast Report)
This report is designed to serve as a guide through the development planning process. The report will help bring together the results from the Leadership Forecast Report (Potential, Challenge, and Values), any other assessment data you may have, and integrate those results into a comprehensive development plan.

 

*Additional reports are available. The listing above includes pricing and descriptions of the most commonly requested reports. Contact a CPS HR consultant if you would like to discuss additional report options and how to best implement the Hogan inventories in your organization.

 

 

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