Hogan Personality Inventory (HPI)
The Hogan Personality Inventory (HPI) assesses personality traits that influence job performance, leadership effectiveness, and team dynamics. Based on the Five-Factor Model of Personality, HPI testing provides insights into how individuals naturally behave in professional settings. It is often referred to as the “bright side” of personality because it reflects how people typically present themselves on a good day, highlighting their strengths and everyday work style.
It is backed by over 40 years of research and used globally to support hiring, development, and succession planning.
KEY BENEFITS OF THE HPI
Predicts Workplace Performance
Understand how an individual is likely to behave on the job.
Improves Leadership Development
Identify strengths and potential derailers for leadership roles.
Enhances Team Effectiveness
Gain insights into team dynamics and collaboration styles.
Supports Talent Acquisition
Make data-driven hiring decisions to match candidates with roles.
HPI Scales: What Does It Measure?
The HPI assesses seven core personality traits that influence job success:
Adjustment – Resilience under pressure and emotional stability.
Ambition – Drive, energy, and leadership potential.
Sociability – Comfort in social interactions and team settings.
Interpersonal Sensitivity – Relationship-building and communication skills.
Prudence – Reliability, organisation, and rule adherence.
Inquisitive – Curiosity, creativity, and problem-solving ability.
Learning Approach – Openness to learning and intellectual engagement.
Example
Ambition, one of the scales in the Hogan Personality Inventory (HPI), measures an individual’s drive, competitiveness, and desire for leadership roles. A high or low score is not inherently good or bad – it simply indicates different strengths and potential job fits.
- High Ambition: Individuals with high scores tend to be competitive, energetic, and eager to take on leadership roles. They thrive in high-pressure environments, enjoy setting and achieving challenging goals, and are often suited for leadership, sales, or entrepreneurial roles. For example, a high-ambition individual may excel as a CEO, sales director, or investment banker, where drive and goal orientation are critical. However, they may sometimes be seen as overly assertive or competitive.
- Low Ambition: Those with lower scores may be more content with stable roles, preferring collaboration over competition. They are often reliable team players who excel in supportive positions where cooperation and expertise matter more than leadership. For instance, a skilled data analyst, research scientist, or customer support specialist may have lower ambition but contribute significantly through consistency and expertise. However, they might need encouragement to step into leadership roles or push for promotions.
Rather than being “good” or “bad,” ambition simply indicates what type of work environment and role might be the best fit for an individual’s personality.
How We Use HPI at 3 Minute Mile
At 3 Minute Mile, we integrate HPI assessments into leadership development, team optimisation, and hiring strategies. Our expert consultants help organisations interpret results and apply insights to drive real performance improvements. Whether you need to select top talent, build stronger teams, or develop future leaders, HPI testing provides objective insights to support your goals. To find out more about how much the Hogan Personality Inventory costs and how it can develop your team, get in touch.