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Advantage Report (HPI)

The three scales of the Hogan Advantage Report are defined as follows:


This scale concerns being a good organizational citisen by following rules, accepting supervision, exercising self-control, finishing assignments, and avoiding unnecessary risks. Persons with high scores tend to be consistent, reliable, and self-disciplined. Persons with low scores tend to be impulsive, distractible, and possibly non-conforming.


This scale concerns the degree to which a person seems calm, even-tempered, and good humoured. Persons with high scores seem to handle stress and pressure well by remaining steady, composed, and unruffled, and they tend to exert a calming influence on others. Persons with low scores tend to be tense, moody, and sensitive, and their performance may suffer when they are stressed.

Customer Focus

This scale concerns the degree to which a person can provide good customer service when it is appropriate; it is not about being charming or friendly—many introverts are good at customer service and many extraverts are bad. Persons with high scores on this measure tend to be calm, courteous, civil, and patient. Persons with low scores tend to seem inattentive, distracted, tense, and possibly abrupt.

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  • Advantage Report (HPI) - HART ConsultingAdvantage Report (HPI) - HART ConsultingAdvantage Report (HPI) - HART Consulting
(Adriana Pirvu, Learning & Development Coordinator Cargill Romania)
We hereby confirm our successful collaboration with HART Consulting that represents Hogan Assessment Systems International Company in Romania & Republic of Moldova. Starting the beginning of 2011 Hart Consulting becomes a strong partner for Cargill in Romania. We appreciate their tools and services because they are perfectly integrated within our HR processes such as selection, management
(Bayer Team)
Daniela Cosma: The workshop was extremely useful, on both professional and personal dimensions. Each of the team members gave honest, confidential feed-back on the others, without any tensions and in a constructive way. Since they came back from the workshop, there were obvious efforts made by each one of them regarding the path to improve their behavior and the way they work together. Mihaela
(Mihaela Flamaropol, Raiffeisen Bank)
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
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