Senior roles fail for predictable reasons
Caused by patterns of behaviour under pressure, blind spots, and values misalignment. Hogan Assessments bring clarity, comparability and risk awareness to executive selection and development.
Leaders are hired for their skills but judged, trusted, and followed for their behaviour.
Hogan measures how others are likely to perceive you rather than only your self-view, which can surprise people and shift perspectives.
Hogan evaluates three dimensions:
- Day-to-day behavioural style.
How a leader is likely to act and be perceived when things are going well. - Derailers under stress.
How strengths can tip into risk when pressure, fatigue or conflict increase. - Drivers and values.
What motivates decisions, shapes culture fit and influences long-term engagement.
All three make reputation visible, turning an intangible risk into something leaders, boards and organisations can work with deliberately. We find that a strength.
Hogan helps you and us see around the corners
This is not our judgement, nor yours.
This is how a leader is likely to show up in your system in the coming 6 months.
BOC Institute partnerships with Hogan because it helps you:
- Add a structured, data-backed perspective.
- Add insights, not just opinions.
- Move from “strong profile” to high-fit senior talent acquisition.
- Make informed hiring decisions and reduce turnover.
- Reduce bias.
- Challenge intuition without replacing it.
- Create a common language between consultants, clients, and candidates.
- Offer development paths.
A shared language to talk about leadership risk early, clearly, and without making it personal.
Hogan for HR Directors, C-Level Executives, and Boards
Start a conversation
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For HR Directors, Hogan creates a shared, defensible language for selection, development and succession, reducing bias and strengthening internal credibility.
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For C-Level Executives, it adds clarity to high-stakes decisions, showing how leaders are likely to behave as the organisation grows and pressure increases.
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For Boards, it provides visibility and risk awareness, making leadership decisions more transparent, comparable and accountable.
More than just a psychometric tool
Hogan does not replace experience, nor should it be the only deciding factor in a selection process. But it allows all of us to elevate our role, from:
- Talent matchers to strategic advisors.
- Executive Coach to informed challengers.
- Trainer to designers of relevant development journeys.
Hogan creates continuity across our three services: the same data used in executive search serves as the starting point for executive coaching or a well-targeted executive training program.
Having mixed feelings?
At BOC Institute, we put human development first. We don’t rely on Hogan solely to make hiring, coaching, or training decisions. We leverage Hogan’s power to spark meaningful conversations and turn insight into aligned action — saving time, cost, and effort to maximize organizational success.
Why Hogan
- Nearly 40 years of research and application in organisational psychology (founded in 1987).
- More than 13 million assessments completed worldwide across roles, industries and seniority levels.
- Trusted by 75% of Fortune 500 companies for selection and leadership development.
- Built on decades of validated personality research, including the Five-Factor Model, with continuous scientific review.
- Demonstrates strong predictive validity for job performance and leadership behaviour, especially under pressure.
- Globally normed and cross-culturally validated, available in 40+ languages and used in 180+ countries.
40 years
of research and application
13 million
assessments completed worldwide
75%
Fortune 500 companies
