HPI, therefore, is entirely a personal measure. The characteristics of the assessment include that it doesn’t have to involve any invasive elements, and in the same breath, it does not have adverse impacts. For instance, if you want to find out if someone is a first thinker and likes getting solutions to problems, the system would ask some closed-ended question which requires, a yes or no answer. One of the questions would, for instance, be ‘do I like solving riddles?’ you can, therefore, see that the tests are made of short yet intriguing questions which are intended to explore the personality, their cognitive abilities as well as their emotional intelligence. The system is, therefore, able to identify the emotional intelligence of someone as well as their capabilities to be social with the rest of the employees and their interpersonal skills (Wang et al., 2017). In a nutshell, whether an employee will be able to perform a task, or whether they will be impressed with the job, what is likely to get into their way, the HPI helps the recruitment team to analyse the client’s possession of the required qualities.
The HPI measure was established in 1987 and was specifically intended for the business community. Drs and Robert Hogan were the proponents of the measure who designed the use of personality assessment as the first-ever measure of normal personality (Hogan, 2017). They managed to develop the test in an innovative undertaking, whereby they embarked in research that involved conducting experiments with real people across diverse industries to test the tool’s validity. The program was meant for gauging the personality needed for success relationships, work and general life by exceptionally using adults in careers in its development (Hogan & Brent, 2003). The HPI measure was then validated basing on multiple working adults in more than 200 diverse occupations (Hogan, n.d). The measure has today effectively found its way in the commercial community.
The development of this tool presumes that despite the individual’s decisions being spontaneous, irrational and biased, they still can be predicted (Hogan & Brent, 2003). It, however, admits that the right decisions can lead to bad failures or states, which can, therefore, affect the reliability of the measure. This has seen researchers only targeting to assess the right decisions. HPI assessment criteria are available for purchase.