Sample reports

Agile Leader 360° report

The Agile Leader 360° is designed to help leaders at every level of an organization to gain a better understanding of how they are really perceived by others and thereby improve their agile leadership potential.

Especially adapted for: Personnel selection (x) Personnel development (x)

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Basis LEAD report

The off-the-shelf basis LEAD report has a built-in requirements profile for leader positions. The report provides an excellent overview of the candidate's fit to job, and organization, and also gives a hiring recommendation. A structured interview guide allows the interviewer to probe areas of particular concern regarding the candidate's job fit. 

Especially adapted for: Personnel selection (x) Personnel development ( )

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Basis SALES Bericht

The off-the-shelf BASIS Sales Report contains a requirements profile for sales positions. The report provides a rich description of the candidate's fit to job, and organization, and gives a hiring recommendation. A structured interview guide increases the hiring manager's understanding of the assessment results and provides a systematic method for making a hiring decision. 

Especially adapted for: Personnel selection (x) Personnel development ( )

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Basis SERVICE & SUPPORT report

The Basis SERVICE & SUPPORT report is based on a requirements profile for service & support positions. The report consists of a graphic report, a summary of assessments results, and a structured interview guide. It shows you furthermore the candidate's fit to the job, and the organization, and gives a hiring recommendation. 

Especially adapted for: Personnel selection (x) Personnel development ( )

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Express Report

The Express Report describes in a quick manner a candidate’s fit (low, moderate, high) compared to one of the following seven job family profiles: manager/executive, sales, freelancer, specialists, small trade/handcraft, customer care and office support. The requirements profiles of these job families are already built-in. 

Especially adapted for: Personnel selection (x) Personnel development ( )

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Flash Report

The Hogan Flash report is a short two-page report that graphically displays Potential, Challenge, and Values scale scores and provides raw data for the subscales. No interpretation information is provided. The report is designed for the use by a user with interpretation expertise based on numbers alone. This report can only be generated, if the results of the HPI, HDS and MVPI are available.

Especially adapted for: Personnel selection (x) Personnel development (x)

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HBRI (Hogan Business Reasoning Inventory) report

The Hogan Business Reasoning Inventory (HBRI) is an IQ test that evaluates two kinds of problem solving: Tactical reasoning concerns identifying problems that need to be solved. Tactical Reasoning concerns solving problems once they have been identified. HBRI helps you identify your own or the candidates’ critical thinking capacity and problem-solving style.

Especially adapted for: Personnel selection (x) Personnel development ( )

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High Potential Talent report

The High Potential Talent report is suited perfectly for your own or your junior executives’ development. It is intended to help leaders and organizations identify a person's natural leadership style. It supports emergent leaders become more effective, and help effective leaders become more emergent. The report provides performance areas, and helps to make an individual development plan.

Especially adapted for: Personnel selection ( ) Personnel development (x )

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Hogan 360° report

The Hogan 360° report measures an employees’ reputation. Therefore five groups of persons such as executives, colleagues and clients are interviewed anonymously. By using this instrument, employees and executives get the chance to see how their performance is rated by others.

Especially adapted for: Personnel selection ( ) Personnel development (x)

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Insight Challenges report

The Insight HDS report describes 11 forms of interpersonal behavior that show up when a person is stressed, bored, or fatigued. This can affect relationships, reputation and thus diminish career prospects. The report helps understand performance limitation. The discussion points build the candidate’s self-awareness and may support feedback sessions.

Especially adapted for: Personnel selection (x) Personnel development (x)

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Insight Potential (HPI)

The Insight HPI measures normal personality and describes performance in the workplace. This report describes how a person manages stress, interacts with others, approaches work tasks, and solves problems. This easy-to-understand report gives HR staff as well as employees valuable insights for their (own) personal and professional development. This report also provides discussion points for developmental feedback.

Especially adapted for: Personnel selection ( ) Personnel development (x)

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Insight Values (MVPI)

The report describes a person’s core values, goals and interests. The results show, in which organizational culture the person feels most comfortable and in which job he/she will be most satisfied. If individuals work in organizations that are consistent with their values, they are usually more satisfied and perform more effectively. The included discussion points build self-awareness and support the feedback session.

Especially adapted for: Personnel selection (x) Personnel development (x)

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Judgment

Real decision-making is rapid, biased, and subconscious. Having good judgment mostly concerns fixing (or not repeating) bad decisions. The Hogan Judgment Report provides an in-depth description of participants’ information processing style, decision-making approach and style, reactions and openness to feedback, and coaching. 

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Career Compass Report

The Compass Report by Hogan Assessments outlines the occupational significance of a person's core values and provides effective career planning information based on 10 scales. This report clarifies a person’s values, provides feedback regarding the fit between a person’s values and various occupations and organizational cultures.

Especially adapted for: Personnel selection ( ) Personnel development (x)

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Career Report

The Career Report is based on the scores on the Hogan Personality Inventory (HPI). It describes how you are likely to act in various circumstances, it notes your strengths and shortcomings, and it makes some suggestions about how to manage your career. The last page contains the HPI graph, and definitions for the seven dimensions. 

Especially adapted for: Personnel selection ( ) Personnel development (x)

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Leader Focus Report

Who you are determines how you lead. Good managers are expected to be good leaders. The Management Focus Report is designed for leaders to understand how personality, motivations, and values affect leadership style.

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LVI (Leadership Versatility Index) report

The LVI (Leadership Versatility Index) by Kaiser Leadership Solution is a 360° online feedback process. It is used at all hierarchy levels (managers /co-workers /clients) for leadership development. Objective of the LVI is to build versatility and to sharpen a leader's awareness and sensitivity for appropriate behaviour in different situations. 

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LVI Team Report

The LVI Team Report by Kaiser Leadership Solutions is a useful report to measure team versatility. Results from the team members' individual LVI (Leadership Versatility Index) reports are graphically summarized on a team level. This report provides information about the versatility in a team and sharpens a leader's awareness. 

Especially adapted for: Personnel selection ( ) Personnel development (x)

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LFS Potential report

The Potential Report from the Leadership Forecast Series (formerly LEAD series) outlines an individual's strengths and potential to take on further responsibilities. Development recommendations are given. Targeted suggestions for the individual make the report an excellent choice for candidate selection decisions, own career development and for coaching.

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LFS Challenge report

The Challenge report of the Leadership Forecast Series (formerly LEAD series) predicts eleven tendencies that affect the interaction with people in stressful situations. These risks may undermine professional success. Behaviors that interfere with the ability to build a team impede success and management careers. 

Especially adapted for: Personnel selection (x) Personnel development (x)

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LFS Values report

The Values Report from the Leadership Forecast Series (formerly LEAD series)  explores the core values and goals that drive a person's behavior, aspirations, and expectations about life. What people value determines how they will lead and which kind of environment a leader will create. It also determines the sort of organizational culture in which the person will be most sucessful.

Especially adapted for: Personnel selection (x) Personnel development (x)

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Hogan Team Report

The Team Report helps you manage your business units by identifying the mix of individual psychological roles within your team, recognizing shared derailers, and revealing how shared values can impact performance. The report for up to 20 team members summarizes the team results from Potential, Challenge and Values report and displays them graphically. 

Especially adapted for: Personnel selection ( ) Personnel development (x)

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Insight Pot. with occ. scales

The Insight potential report describes a person’s individual strengths as well as areas of improvement. Six occupational scales interpret the scores furthermore in the context of the person's occupational in the following occupational areas: service orientation, stress tolerance, reliability, clerical potential, sales potential and managerial potential. 

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Summary for participants

The Summary Report is part of Hogan's Leadership Forecast Series (formerly LEAD series) and is an overview of a candidate's strengths, challenges, and values. The report integrates results of the HPI, HDS, and MVPI assessments to provide a snapshot of interpersonal performance and values in relation to future career aspirations. 

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Summary Report

Results-orientated overview of the strengths, challenges, and values with career recommendations written for the test participant (4 pages) without scale scores (percentiles); available without certification.

Especially adapted for: Personnel selection ( ) Personnel development (x)

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