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Expert Career Coaching & Outplacement Solutions
UNLOCK LEADERSHIP POTENTIAL WITH HOGAN ASSESSMENTS
Why Personality Matters in Business Success
In today’s fast-paced and complex work environments, technical skills and experience are no longer enough. They may get candidates through the door, but they don’t guarantee performance, leadership effectiveness or cultural fit. That’s where personality comes in.
Personality is the most consistent predictor of how someone will behave, lead and grow over time. It influences how people make decisions, manage relationships, respond to pressure and align with organisational values. Understanding personality isn’t just useful - it’s essential for building high-performing, resilient organisations.
Backed by Science, Trusted Worldwide
Hogan Assessments are the global gold standard in personality assessment, with:
- Over 40 years of research and validation
- Use in 180+ countries and 40+ languages
- Adoption by 75% of the Fortune 500
- Compliance with BPS, EEOC, and SIOP standards
Hogan’s three core tools - HPI, HDS and MVPI - offer a complete view of an individual’s strengths, risks, and values. Together, they help organisations make smarter decisions about hiring, development, succession and team dynamics.
Delivered with Impact
At The Talent Place, we don’t just administer assessments - we translate them into measurable business outcomes. Our team has worked with organisations across sectors to:
- Improve hiring accuracy and reduce turnover
- Develop emotionally intelligent, self-aware leaders
- Build cohesive, high-performing teams
- Identify and prepare future-ready talent
- Support career transitions and executive onboarding
Whether you're selecting a new leader, developing high-potential talent or navigating organisational change, we use Hogan insights to guide strategy, shape behaviour and deliver results.
Driving Results with Hogan: Success Stories in Action
Improve Hiring Accuracy and Reduce Turnover
Challenge:
A UK-based non-profit needed to appoint a senior leader who could balance innovation with strong interpersonal skills. These qualities were critical to addressing organisational skill gaps and driving cultural change.
Solution:
Final candidates completed Hogan’s HPI, HDS, and MVPI assessments. Insights were shared with the hiring panel through detailed reports and a verbal debrief. The chosen candidate received two follow-up development sessions to set actionable goals for success in the new role.
Outcome:
The board reported unprecedented confidence in their decision, citing Hogan’s ability to highlight potential incompatibilities and long-term risks. This approach significantly reduced the likelihood of costly turnover and ensured cultural alignment.
Develop Emotionally Intelligent Leaders
Challenge:
An experienced Investment Director struggled with workload prioritisation, relationship management, and emotional control—issues impacting leadership effectiveness.
Solution:
Using Hogan assessments, a targeted executive coaching programme was designed. Sessions explored personality-driven challenges, such as perfectionism (high Diligent), low social confidence (low Ambition), and emotional volatility (high Excitable). Strategies included prioritisation techniques, micro-interactions for relationship building, and mindfulness for emotional regulation.
Outcome:
The director improved delegation, strengthened team relationships, and enhanced emotional control. Increased self-awareness and emotional intelligence boosted leadership presence and influence across the organisation.
Build Cohesive, High-Performing Teams
Challenge:
A corporate sales team within a global retail brand faced high turnover and lacked clarity on vision and accountability following significant organisational change.
Solution:
Hogan’s team model aggregated individual HPI, HDS, and MVPI profiles to reveal shared values, team strengths, and derailers. A facilitated workshop focused on aligning purpose, clarifying roles, and addressing derailers such as impulsivity and overconfidence.
Outcome:
The team committed to a six-month action plan, improving collaboration and accountability. Recognising shared motivators and derailers helped reduce conflict and foster a more productive, cohesive team culture.
Identify and Prepare Future-Ready Talent
Challenge:
A global media organisation wanted to strengthen its leadership pipeline by developing 65 high-potential employees for executive roles.
Solution:
Participants completed Hogan’s full suite of assessments and received individual coaching sessions using the Hogan High Potential report. Group-level analysis identified common strengths and gaps, informing a tailored development programme.
Outcome:
Participants gained strategic self-awareness and created actionable plans to leverage strengths and address derailers. Insights shaped an additional learning module on influence and persuasion, accelerating readiness for senior roles.
Support Career Transitions and Exec Onboarding
Challenge:
A newly appointed law firm partner sought to achieve better work-life balance and manage anxiety linked to new responsibilities.
Solution:
Non-directive coaching, informed by Hogan personality data, helped the partner explore self-critical tendencies and delegation challenges. Strategies included reframing irrational worries, building trust through mentoring, and sustaining emotional balance.
Outcome:
The partner reported improved confidence, stronger team relationships, and practical techniques for managing stress. Hogan insights provided a framework for understanding personality-driven behaviours during transition.
leadership assessments
HOGAN PERSONALITY INVENTORY
MOTIVES, VALUES , PREFERENCES INVENTORY
HOGAN PERSONALITY INVENTORY
The Hogan Personality Inventory (HPI) measures the bright side of personality -how individuals interact with others when they are at their best.
Grounded in socioanalytic theory and the Five-Factor Model, HPI provides practical insights into how people work, lead and succeed.
Whether your aim is to hire the right talent or develop stronger leaders, HPI helps you predict performance and align individuals with organisational objectives.
Benefits
- Hire with Confidence
Identify candidates who fit your culture and role requirements. - Develop Leaders
Understand leadership potential and create targeted development plans. - Improve Team Performance
Build cohesive teams by understanding interpersonal styles. - Enhance Diversity and Inclusion
Use objective, validated data to support fair hiring and promotion decisions. - Scalable Across Roles
From entry-level hiring to executive development, HPI adapts to your needs. - 7 primary scales and 42 subscales for detailed insights
HOGAN DEVELOPMENT SURVEY
MOTIVES, VALUES , PREFERENCES INVENTORY
HOGAN PERSONALITY INVENTORY
The Hogan Development Survey (HDS) measures the dark side of personality -traits that surface under pressure and can derail careers if left unmanaged.
These tendencies often emerge when stress levels rise, turning strengths into liabilities (for example, ambition into ruthlessness or attention to detail into micromanagement).
By assessing these derailers, organisations can anticipate risks, address performance issues, and develop resilient leaders.
Benefits
- Identify Risk Before It’s Too Late
Detect potential derailers that could harm performance and relationships. - Develop Stronger Leaders
Help leaders recognise shortcomings and turn them into growth opportunities. - Protect Organisational Reputation
Reduce the risk of leadership failure and team disruption. - Enhance Diversity and Inclusion
Use objective, validated data to support fair development decisions. - Applicable Across Levels
From leadership development to succession planning, HDS is versatile. - 11 personality scales and 33 subscales for detailed analysis
MOTIVES, VALUES , PREFERENCES INVENTORY
MOTIVES, VALUES , PREFERENCES INVENTORY
MOTIVES, VALUES , PREFERENCES INVENTORY
The Motives, Values, Preferences Inventory (MVPI) measures the inside of personality - the core goals, values, and drivers that shape what people want from their careers and work environments.
By understanding these motivators, organisations can predict job satisfaction, align roles with individual values and create cultures where employees thrive .
Ultimately leading to stronger engagement and better performance.
Benefits
- Predict Success and Satisfaction
Understand what drives employees and match them to roles where they’ll excel. - Improve Engagement and Retention
Align organisational culture with employee values for long-term commitment. - Enhance Leadership Development
Identify motivators that influence leadership style and decision-making. - Support Diversity and Inclusion
Use objective, validated data to create fair and inclusive workplaces. - Versatile Applications
From entry-level hiring to executive development, MVPI adds strategic value. - 10 primary scales with 5 interpretive subscales for deeper analysis