Hogan Personality Inventory - UK by Robert Hogan, Ph.D & Joyce Hogan, Ph.D. UK adaptation by Geoff Trickey & Gillian Hyde, Psychological Consultancy Ltd
HPI Personal Development Report by Gillian Hyde & Geoff Trickey, Psychological Consultancy Ltd
PRIVATE AND CONFIDENTIAL
Candidate Name:
Martin Sample
Gender:
White Male - 46
Issue Number:
HPI/27/29
Date Test Completed:
26 October 2004
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How to use this report Self-awareness – take this opportunity to review your understanding of the way you react to events and the way that you come across to others. Try to have an open mind, be prepared to challenge your current assumptions about yourself. In particular, take note of how extreme particular features of your personality profile are. We are often aware in a general way that we have a particular characteristic, but this assessment will illustrate how you compare to others and show just how exceptional or unusual you are in these respects. To make full use of this information you will need to think about career choices and which of your personality characteristics would be beneficial and which might be a disadvantage. This report gives some general guidance on this but, of course, even jobs labeled in the same way will vary considerably. One important benefit of this report is that it will help you to ask appropriate questions about jobs and careers so that you can find the best possible match for your particular personality profile. Career implications – your personality or temperament will enable you to do some jobs better than most other people, and will be a disadvantage in others. Try to think about the implications of your personality profile for the kinds of jobs where you would be most effective and most fulfilled. To what extent would you need to hold back your natural temperament in order to do that kind of job? Does that job offer opportunities for you to use your particular assets? Evaluating career options – the more you know about the implications of your particular personality profile, the more you will be able to evaluate jobs and careers against these considerations. When reviewing job details or at interview, you may be able to clarify the extent to which your temperament may be a particular asset or, on the other hand, may interfere with success. CV development – the strengths identified by this report can be used as prompts in recalling examples of past achievements that illustrate those characteristics for possible inclusion in your CV. For example, it may be that the report suggests you have
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particularly strong leadership qualities and this may remind you of occasions where you have lead a team or been able to motivate others to achieve an organisational goal. Personal development - the tips for personal development can help you to build on your existing strengths and make the most of your assets as well as identifying where you may be able to manage your less constructive reactions and responses better. This report is based on your responses to the HPI personality questionnaire that you completed from the PsyKey website. Personality is important in career decision making because it is concerned with our temperament – to what extent we are, for example, cautious, adventurous, curious, gregarious, amiable, competitive, independent or sociable. Temperament, or personality, will influence the kind of jobs we can do consistently and well. It determines how we react to life events and to other people. We cannot change our temperament at will and, in a job that is in conflict with our personality, we will be inefficient or unhappy and probably both. A talkative, social, outgoing person, for example, may have difficulty in a job where he or she is required to work alone. This report will help to clarify the most distinctive aspects of your personality and help you to consider what implications they might have for your future career decisions. Because the points made on the following pages simply reflect your questionnaire responses, there are unlikely to be too many surprises. Bear in mind though, that our understanding of ourselves is never fully objective and that this assessment may highlight characteristics that close friends or family may not offer candid feedback about. For this reason it will be important to pay particular attention to points made in the report which are most at odds with the way that you have come to view yourself. No personality questionnaire can give you total certainty on these points, but the results warrant careful consideration, either to reconsider your present view or simply to confirm it.
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Martin Sample's HPI Profile ............................................................................................................................................................................................................
Even-tempered
73
Ambitious
99
Gregarious
34
Eager to Please
49
Conforming
70
Inquisitive
94
Lifelong Learning
42 0
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Percentile
Validity of these results ............................................................................................................................................................................................................
You endorsed 14 items on the HPI Validity scale. This score indicates that the profile is valid and interpretable.
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Martin Sample's HPI Profile
Even Tempered 73 0
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Description Concerns an individual s emotional response to events. Low scorers are anxious and more easily upset by others and by events. They work best in stable, supportive and consistent settings. High scorers are steady in the face of pressure and rarely take things personally. They generally handle stressful and emotionally demanding roles well. Relationship to job competencies High scorers on this scale will be composed, able to build relationships with colleagues, and good at stress management. They may, however, not pay enough attention to feedback to be very receptive to personal coaching. Low scorers will be interested in self-improvement and will be receptive to personal coaching. However, they may find it difficult to remain composed at all times, to manage their stress and to build relationships.
Martin Sample's PROFILE on the Even Tempered scale ............................................................................................................................................................................................................
Your questionnaire responses suggest that you are reasonably stable, tolerant, patient, and not particularly self-critical. Generally, you should appear to be quite self-confident and not unduly emotionally, so that your friends and colleagues usually know where they stand with you. You are unlikely to be put off your stride by pressure of work or by an unexpected turn of events and probably take a considered and reasoned approach in relation to new ideas or new proposals. Your relatively calm and even-tempered manner should make you a pleasant colleague to work with. People with this type of HPI profile may not be considered to be especially perceptive or responsive to others, although this will depend to some extent on the other characteristics discussed later in this report. Generally sure of themselves and not particularly emotional, they are unlikely to take things personally and will generally handle stress pretty well. Management, administrative and the more conventional roles are likely to make the best use of these qualities, although there are many contexts where they could be appreciated.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Even Tempered scale ............................................................................................................................................................................................................
You cope quite well in fast paced working environments and with challenging workloads. You tend to stay calm under pressure and rarely over-react. You are fairly confident in your abilities and are probably valued by others for your resilience in times of stress. You are patient with your colleagues and as a rule don't take problems or criticism too personally.
Martin Sample's SHORTCOMINGS in relation to the Even Tempered scale ............................................................................................................................................................................................................
Being fairly confident you may sometimes not pay as much attention to negative feedback as others may like you to
Martin Sample's DEVELOPMENT POINTS in relation to the Even Tempered scale ............................................................................................................................................................................................................
Because you are fairly confident you should make a special effort to pay attention to negative feedback and be aware of the mistakes you have made. Instead of ignoring others' comments or forgetting your mistakes, try to learn from them
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Martin Sample's HPI Profile
Ambitious 99 0
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Description Of course, nearly everyone is pleased to accept any advancement that comes their way, but low scorers are likely to be relaxed about status and worldly success and more interested in the content of a job than in opportunities for rapid promotion. High scorers are on a mission and will be concerned about prospects and what this job might lead on to. They will be achievement-oriented and keen to take on leadership roles. Relationship to job competencies High scorers will be hardworking, interested in advancing their career, willing to take charge, results oriented and good at making decisions. Low scorers will be happy to remain in a job as long as the content is satisfying to them; they will probably not be interested in being given extra responsibilities.
Martin Sample's PROFILE on the Ambitious scale ............................................................................................................................................................................................................
People with your kind of profile tend to be leaderlike, seek status, and to place a very high value on achievement, having an approach to employment and career decisions that is both energetic and extremely competitive. You therefore appear to be success oriented and upwardly mobile, placing a high priority on advancement and personal recognition. It seems that you are determined, confident, and hard-working, someone who will take the initiative and move readily into positions of authority. You clearly regard yourself as someone who has leadership qualities and who is able to take charge of situations. You are socially confident, prepared to be high profile and ready to address groups, or to make your point in meetings. These are qualities that are important for work in management, sales, research and for creative roles; they are less important for administrative, care giving, protective and clerical roles or for production workers in industry. Although you appear to highly value achievement, ultimately your success is likely to be moderated by your social skills, as reported in the next two scales.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Ambitious scale ............................................................................................................................................................................................................
Personal advancement is extremely important to you and you are eager to get ahead. You are a competitive and energetic person who likes to be challenged and who feels they have leadership qualities. Being in the spotlight does not worry you and you enjoy taking the initiative in a group. With the appropriate interpersonal skills, you will be able to take the lead on team projects. These tendencies are particularly important in jobs that require people to take charge of situations, to be persuasive, and to be happy working without supervision. Such people are happy to accept responsibility for the performance of others.
Martin Sample's SHORTCOMINGS in relation to the Ambitious scale ............................................................................................................................................................................................................
You get heavily involved in office politics and this may distract you from more important matters. You tend to compete with your peers and subordinates to facilitate your own advancement without realising it and fail to look to others for ideas, believing that you have them all. You can appear forceful, overly competitive and too dominant and will become restless in positions where there is no room for promotion.
Martin Sample's DEVELOPMENT POINTS in relation to the Ambitious scale ............................................................................................................................................................................................................
Look for opportunities within your company for advancement and make your interests known. Listen to others' ideas - you may find they have something to offer. Be aware that you may intimidate younger or less experienced colleagues; let others be in charge from time to time. Others may not be as eager to get ahead as you, try to be patient with them.
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Martin Sample's HPI Profile
Gregarious 34 0
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Description Concerns the extent to which an individual needs or enjoys social contact. Some low scorers may be quite self-contained, prefer their own company and work well on their own. High scorers will be more conspicuously sociable, make a strong social impact, enjoy jobs where they meet new people and prefer working in teams. Relationship to job competencies High scorers will be good at initiating interactions, they will appear energetic, approachable, good at networking, but if they have a very high score they may have a tendency to dominate in team work. Low scorers will allow others the time and space to have their say, but they will probably not be the ones to initiate interactions with others and so might be better suited to jobs that do not involve a great deal of contact with others.
Martin Sample's PROFILE on the Gregarious scale ............................................................................................................................................................................................................
Some of the questions in the HPI questionnaire were designed to explore your sociability. This is concerned with the degree to which a person needs and enjoys varied and lively social interaction. Your responses to these questions suggest that you are rather quiet and socially unassuming. Somewhat unassertive in social situations, you tend not to call attention to yourself and don't mind working alone if that's what gets the job done. You will probably seem reserved and not dependent on the company of others. Because in new situations you tend not to be the one to initiate social interaction, others may perceive you as distant or aloof. You may enjoy working predominantly with technology, data or equipment, rather than with clients. People with similar profiles typically have a social life that is comparatively subdued and centred on a close circle of people they know well. Although perhaps somewhat socially reticent, this does not imply that you lack the skills to deal with social situations when required to do so. Your actual social skills will be reflected in the qualities discussed in the next paragraph.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Gregarious scale ............................................................................................................................................................................................................
You are quite business focused and task oriented. You do not require constant social interaction to keep you interested in your job. You are fairly independent and able to work on your own, although you can work as a group when required. Some of these characteristics are useful for research work, as well as technology driven jobs.
Martin Sample's SHORTCOMINGS in relation to the Gregarious scale ............................................................................................................................................................................................................
You will struggle in positions that demand a very high degree of social interaction. You don't seek recognition and this may lead to you being perceived by others as lacking in dedication or involvement. You tend to avoid voicing your opinions because you don't like to attract attention to yourself.
Martin Sample's DEVELOPMENT POINTS in relation to the Gregarious scale ............................................................................................................................................................................................................
Make a conscious effort to talk to others in different parts of your work place and get to know more about them, particularly non-work related things, this will demonstrate that you do have an interest in getting to know others. If you are in a supervisory or managerial role, getting to know your colleagues is especially important to your success. When you have a strong opinion don't be afraid to voice it.
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Martin Sample's HPI Profile
Eager to Please 49 0
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Description Low scorers will be quite direct, even tough-minded. Their focus will be more on the task and on results than on the people around them and they will not be unduly concerned about the impression they make or about being popular. High scorers will be concerned about maintaining harmonious relationships. They will seem warm, caring and approachable but may shy away from the need to confront issues. Relationship to job competencies High scorers will seem compassionate, co-operative and interested in input from others, but will find it difficult to take unpopular decisions or to confront subordinates who are not performing as well as they might. Low scorers will be comfortable taking unpopular decisions and giving negative feedback to subordinates, but they are more likely to be seen as independent rather than co-operative, task-focused rather than people-focused, and not particularly interested in the viewpoints of others.
Martin Sample's PROFILE on the Eager to Please scale ............................................................................................................................................................................................................
When it comes to social interaction with colleagues and acquaintances, your questionnaire responses portray you as someone whose social skills and interpersonal sensitivity are fairly normal. You would not be regarded either as someone who wants to please everybody, or at the other extreme, as someone who is unapproachable. Your questionnaire responses portray you as someone who is reasonably warm and considerate, but who is able to deal with difficult issues and situations without worrying too much about the effect on your popularity. These are qualities that are likely to be reflected positively in your work style, particularly in supervisory or management roles, sales and other jobs where one must meet the public. Interpersonal sensitivity is less important in jobs that do not involve responsibility for others or where there is little contact with clients and co-workers.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Eager to Please scale ............................................................................................................................................................................................................
You have a fairly normal degree of social skill and interpersonal sensitivity. Although you are friendly and engaging you are not desperate to be liked. You are able to handle giving negative feedback whilst remaining sensitive to the concerns and needs of others. You strike a balance between being task focused and person focused.
Martin Sample's SHORTCOMINGS in relation to the Eager to Please scale ............................................................................................................................................................................................................
You may find that at times you can be impatient with others' shortcomings and this may lead you to avoid interacting with them.
Martin Sample's DEVELOPMENT POINTS in relation to the Eager to Please scale ............................................................................................................................................................................................................
When you feel you are getting impatient with the shortcomings of others try not to avoid your colleagues entirely as this will hinder the progress of the team.
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Martin Sample's HPI Profile
Conforming 70 0
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Description Low scorers are independently minded and willing to challenge the status-quo. They may prefer situations that value spontaneity, involve taking risks, and allow them to re-think the way that things are done. High scorers are pleased to comply with the procedures and practices of an organisation and prefer working within a framework of clear structures and expectations. Relationship to job competencies High scorers will probably be good at planning things, be able to pay attention to detail and timelines, and be concerned to abide by the organisation s rules. However, they may find it difficult to handle ambiguity and they may not be very flexible. Low scorers will probably be able to handle ambiguity and deal with multiple projects and they will probably be flexible and adaptable. However, they will probably be better suited to jobs that do not require a great deal of planning or attention to detail and they are more likely to be interested in what they are trying to accomplish rather than in following the rules carefully.
Martin Sample's PROFILE on the Conforming scale ............................................................................................................................................................................................................
There are elements in your profile that suggest you are responsible, organised, and generally plan things carefully. People with this kind of questionnaire response pattern tend to be conscientious and hard-working rather than spontaneous or flexible. They tend to be organised and systematic, but they may also be somewhat cautious and conservative; preferring not to leave things to chance. Because they also tend to be rather serious and conforming, they are well suited for work that requires close concentration and attention to detail. They are generally reliable and predictable and respond very well to supervision. You are, therefore, likely to prefer working in a structured framework within a context of established methods and procedures, rather than in an environment that is subject to frequent change. You will probably be trusted by your co-workers and supervisors and viewed as a hard-working and dependable colleague, someone who can be relied upon to see a project through to completion.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Conforming scale ............................................................................................................................................................................................................
You usually plan ahead and are fairly organised and thorough. You tend to work hard and follow rules and procedures. You seem reliable, dependable and conscientious and value providing high quality work products and meeting high performance standards.
Martin Sample's SHORTCOMINGS in relation to the Conforming scale ............................................................................................................................................................................................................
You find it hard to be flexible in situations where you feel uncertain. At such times you may be perceived as rigid, inflexible, and even over-controlling. You may be unclear about when you have enough information to make a decision. Remember, in some situations rules and procedures are important while in others flexibility is more important.
Martin Sample's DEVELOPMENT POINTS in relation to the Conforming scale ............................................................................................................................................................................................................
Remember not every task requires the same level of attention to detail. You cannot do everything yourself so try to learn to trust others with tasks. When you feel uncertain in a situation make a special effort to be as flexible as you can be. Be aware you cannot always have all the information before making a decision. You may wish to think through situations to determine whether rules and procedures or flexibility are more important.
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Martin Sample's HPI Profile
Inquisitive 94 0
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Description Low scorers have fewer interests and are able to cope with routine and the repetitive aspects of a job. High scorers are ideas people with many interests who are curious but easily bored. They enjoy jobs that allow them to think speculatively and enjoy finding original solutions to problems. Relationship to job competencies High scorers are likely to be creative, able to manage innovation, be curious, have vision and be a resource for problem solving within the organisation. However, they probably will find it difficult to tolerate boredom or routine, repetitive tasks. Low scorers will not overanalyse problems and they may be comfortable working at fairly routine, repetitive tasks. However, they will probably not be idea generators or creative problem solvers.
Martin Sample's PROFILE on the Inquisitive scale ............................................................................................................................................................................................................
With regard to interests and your general approach to life, there are strong indications that you are bright, insightful, and imaginative. You come across as an enquiring and adventurous person, with creative potential and a wide range of cultural interests. You seem to welcome new experiences and to be someone who enjoys dealing with ideas and speculative questions, rather than being rooted in the here-and-now or concerned solely with practical issues. These are qualities that are important in jobs where people need to be curious, analytical, questioning, and critical. People with this kind of profile often have a talent for seeing "the big picture but they may not be well suited to repetitive jobs, or jobs that demand careful adherence to established routines or procedures."
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Inquisitive scale ............................................................................................................................................................................................................
You are imaginative, bright and quick-witted. You like to know how things work. People with profiles such as yours are often creative or adventurous. You understand the big picture, think on your feet and tend to think 'outside the box'. You tend to think strategically about business and are interested in speculative ideas. You can generate ideas and are a fairly resourceful problem solver. This is particularly important in jobs that require creativity, problem solving, strategic planning, and leadership.
Martin Sample's SHORTCOMINGS in relation to the Inquisitive scale ............................................................................................................................................................................................................
You may become bored without a fairly frequent supply of new, stimulating and varied activities. You may be perceived as easily distractable especially when performing more tedious tasks. You can be unpredictable and may find that others do not share your enthusiasm for experimentation. You may sometimes over-analyse problems and can have trouble making decisions.
Martin Sample's DEVELOPMENT POINTS in relation to the Inquisitive scale ............................................................................................................................................................................................................
Stick with all tasks until they are complete, not just those that interest you. Making lists may help you to do this, don't tick something off until all the loose ends are tied. Try not to over-analyse and intellectualise problems decisions need to be made however hard they are.
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Martin Sample's HPI Profile
Life-long Learning 42 0
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Description Concerns the extent to which we view learning as of intrinsic value. Low scorers see training and education as a means to an end while high scorers actively seek out opportunities for learning. Relationship to job competencies High scorers will probably be well informed and up-to-date on relevant developments within their field, they may learn quickly, be happy to be taught new things, communicate clearly in writing and seem intellectually motivated. However, they may be critical of others who are not so well-informed. Low scorers may be tolerant of others shortcomings or of their mistakes. However, they are less likely to keep themselves informed and will probably not enjoy working in a role that requires them to undergo a lot of training and development.
Martin Sample's PROFILE on the Lifelong Learning scale ............................................................................................................................................................................................................
Whether or not you were particularly successful at school, it appears that you probably have an appreciation of the value of learning. Depending on your career goals, you may have the motivation necessary to pursue further training or education. However, without this specific motivation you are unlikely to give additional training a particularly high priority, possibly seeing it as a means to an end rather than something that is intrinsically important. These comments are concerned with values rather than with ability and, given an impelling reason to pursue a particular course of study, you may well enjoy further education and succeed at it.
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Martin Sample's HPI Profile
Martin Sample's STRENGTH in relation to the Lifelong Learning scale ............................................................................................................................................................................................................
You are interested in training and learning new material, although you probably see education as a tool rather than as an end in itself. You generally keep up-to-date with procedures and advancements in your field.
Martin Sample's SHORTCOMINGS in relation to the Lifelong Learning scale ............................................................................................................................................................................................................
You may put off learning new information and this could be detrimental to the organisation in which you work. Others may believe you lack urgency and are uncommitted to the task at hand.
Martin Sample's DEVELOPMENT POINTS in relation to the Lifelong Learning scale ............................................................................................................................................................................................................
Try to make attempts to learn new information relevant to your position or organisation and keep up-to-date with developments in your field. This will demonstrate your commitment.
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NOTE In conclusion, it is important to remember that this report is based on your responses to the personality questionnaire. The statements in this report should not, therefore, contain too many surprises. However, since this report is based on the findings of both research studies and practical applied uses of the questionnaire, these statements will be somewhat generalised and reflect the characteristics that are typical for people who have profiles similar to yours. Although the picture presented in this report should be broadly correct for most people there are of course variations amongst individuals who have similar profiles. Your values and priorities in particular will play an important role in influencing the way in which your personality characteristics, as discussed in this report, will find expression in your behaviour.
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