Imagine you’re preparing for a feedback session with a candidate whose HPI scores are all low, and you’re uncertain about what these results mean or how to best interpret them. If you’re facing this challenge, this article is designed to provide you with the insights and guidance you need to confidently understand and address low HPI scores in a constructive and professional manner.
We’ll cover:
- What low HPI scores mean and how they interact.
- How to challenge the bias that low scores are always negative.
- The strengths and weaknesses of low HPI scores.
- The situations in which low HPI scores could be an asset.
What is the HPI assessment?
The Hogan Personality Inventory (HPI) is grounded in the Five-Factor Model of personality. Specifically, the HPI maps the following scales to the Big Five traits:
- The Adjustment scale corresponds to Neuroticism.
- The Ambition and Sociability scales align with Extraversion.
- The Prudence scale reflects Conscientiousness.
- The Inquisitive and Learning Approach scales correspond to Openness to Experience.
The HPI focuses on the “bright side” of personality, referring to an individual’s strengths that facilitate success and effective functioning in the workplace. By assessing these strengths, the HPI provides insights into how individuals are likely to be perceived in various professional contexts across seven distinct personality scales.
The HPI is normally distributed, with most people scoring in the middle and fewer at the extremes. In fact, only 2% of the population have an all-high or all-low profile. Because of this, the HPI scale uses percentiles. A low score falls at or below the 35th percentile, while a high score is at or above the 65th percentile. Both extremes can offer valuable insights.
The “more is better” bias
Many assume that higher scores are better due to the connotations associated with common language. For example, “low” often sounds negative (e.g., inferior, depressed), while “high” sounds positive (e.g., grand, formidable). This bias is also reinforced by the language used in other Hogan assessments, such as the HDS and MVPI, which focus on high scores.
However, in the HPI, both low and high scores represent a range of percentiles and do not inherently carry positive or negative connotations. Low HPI scores do not indicate an absence of a skill but rather a different approach or style, with the potential to bring unique strengths to a situation.
The Seven HPI Scales:
Adjustment
A high score on the Adjustment scale may indicate someone who is calm, stoic, and collected. Low scores, on the other hand, are often described as anxious, overthinking, and emotional. However, there are potential downsides to being overly calm, and low scores can have strengths too, for example, when managed effectively, anxiety can be a positive force driving improvement and success. Strengths of low Adjustment:
- Passionate: Anxiety can drive motivation and bring emotional energy to tasks.
- Vigilant: Awareness of potential issues and threats, proactive in addressing concerns.
- Pre-empting issues: Ability to foresee problems and tackle them early.
- Caring/Invested: Deep commitment to doing well, driven by a desire to succeed.
Ambition
High scores on the Ambition scale suggest drive, competitiveness, and a desire to advance, while low scores indicate unassertiveness and contentment in letting others take charge. Low Ambition does not always indicate a lack of drive but, depending on other aspects of the profile, might suggest a preference for depth and team contribution over self-promotion. Strengths of low Ambition include:
- Contentment: Comfortable in current roles, at ease with their level of contribution.
- Team players: More of a follower or collaborator than a leader, and less intimidating.
- Depth over advancement: Focused on excelling in current tasks rather than seeking constant promotion.
- Organisational citizens: Doesn’t focus on own goals over those of the organisation.
Sociability
High Sociability scores are associated with outgoing, chatty individuals who build relationships easily. Low scores, however, describe those who are more aloof, reserved, and quiet. The strength of low Sociability is that it can foster focus, reflection, and strong listening skills, balancing the energy of highly social individuals. Strengths of low scores:
- Reflective: Thoughtful and introspective, often taking a back seat in conversations.
- Focused: Less distracted by social dynamics.
- Good listeners: Attends to the input of others when they do participate.
Interpersonal Sensitivity
High scores on Interpersonal Sensitivity suggest interest in others, being caring, and attentive to others’ needs. Low scores, in contrast, may suggest a more task-focused approach. Low Interpersonal Sensitivity supports clear, direct communication, holding others to account and objective decision making. Strengths of low scores:
- Objectivity: Focusing on tasks without emotional interference.
- Direct communication: Delivering honest feedback, addressing performance issues.
- Dissociation: Separating emotions from tasks, aiding decision-making.
Prudence
High Prudence scores are linked to being thorough, rule-following, and organised. Low scores indicate spontaneity and flexibility. Low Prudence allows for agility and innovation, especially in less structured settings. Strengths of low scores:
- Flexibility: Adaptable in dynamic environments.
- Creativity: Open to unconventional ideas.
- Risk-taking: Willing to explore new approaches.
Inquisitive
A high score on the Inquisitive scale is often associated with being curious, visionary, and enthusiastic about discussing new concepts. In contrast, a low score typically indicates a stronger focus on practicality and less interest in novelty. Those with lower scores may excel in areas where practicality and consistency are key. Their strengths include:
- Focus: They can stay on task and complete work without being sidetracked by new ideas.
- Tolerance for routine: They are comfortable with repetitive tasks and capable of sustained effort in less dynamic roles.
- Practicality: They approach problems in a hands-on, pragmatic way, favouring straightforward solutions over abstract theories.
- Effective implementation: They excel at executing plans and solving problems in a clear, no-frills manner.
Learning Approach
Individuals with high scores on the Learning Approach scale are often described as informed, well-read, and continually seeking to expand their knowledge. Conversely, low scores typically indicate a preference for hands-on learning and less interest in formal education. Low Learning Approach fosters adaptability and practical problem-solving, complementing the traditional learning and knowledge acquisition strengths of high scores. The strengths of low scores include:
- Practicality: They favour real-world, hands-on learning over theoretical approaches.
- Experimental mindset: They are open to exploring unconventional or unresearched methods.
- Tolerance for diverse ideas: They are open-minded about embracing a variety of approaches and sources of information in dynamic environments and tolerant of those who may be slower to learn.
Combining scales to interpret Hogan profiles
Understanding how different low scores interact provides a fuller picture of an individual’s behaviour and work style. For example:
Working with Low HPI profiles
When working with individuals with low HPI profiles, it’s crucial to build rapport by understanding their context and strengths. It’s also important to integrate HPI scores with HDS and MVPI results, as these can help clarify the motivators behind low HPI scores (e.g., low Ambition may be linked to low Power or Recognition). In addition, pay close attention to the sub-scales, as they offer deeper insights into the individual’s personality.
Low Adjustment is often associated with a lower overall HPI profile, as these individuals tend to be more self-critical, which may influence their questionnaire responses. When providing feedback, emphasise that low scores are not inherently negative but reflect specific personality traits.
Let’s take Noah, as an example
Noah, a senior client manager at a marketing firm, demonstrates how low HPI scores can contribute to professional success. Below is a summary of his key HPI traits:
These traits have assisted Noah in achieving his success as they have allowed him to work well with his team in a collaborative way and understand his client’s needs. His high Sociability has provided him with a sense of fun which has positively contributed to his team’s dynamics. His low Prudence with low Adjustment has allowed him to deliver targets successfully while maintaining a flexible and independent work style. His low Adjustment has also allowed him to put a high amount of emotional investment into his work and creative potential.
However, as much as his HPI scores have helped him succeed, they can also help uncover areas of development which can assist Noah in his journey for success. For example, due to Noah’s low Prudence he might occasionally miss important details, fail to plan in advance, or not define tasks for himself. Therefore, he could benefit from clearer goal setting and structure. Another thing for Noah to be aware of his irritability and volatile emotions (linked to low Adjustment), as this can sometimes affect team dynamics.
In conclusion, Noah excels in his role by leveraging his flexible, practical and emotionally invested nature. His passion for his work helps him to succeed, though managing his impulsive tendencies might improve his effectiveness further.
The key takeaway from this blog is to not worry about low scores! Many individuals with low HPI profile thrive within their roles and achieve highly successful careers.
If you’re interested in learning more, listen to Gillian Hyde’s The Bright Side of Neuroticism episode on Hogan’s Science of Personality podcast, which explores the positive aspects of low Adjustment. Did you know we run regular online webinars that focus on one Hogan-related topic at a time? This topic was covered in a recent session – watch the recording here. You can also learn more about our Power Hour sessions here.