Arriving late is unprofessional, and showing up too early can be inconvenient for the company. The real reasons for conflict are a lot harder to raise and . It has helped me prepare for. Predict how a person will behave within a professional environment and the critical driving forces behind these actions. This report shows us how other people experience us when we forget that we are on stage. Given the levels of volatility, uncertainty, complexity, and ambiguity my fellow leaders are operating under, I know we could all benefit from being reminded of our unique derailers that emerge under stress and are struggling to be on all the time. So, how in the world could I score low on this?!?! They ask questions about your family, whats sacred to you, about your relationships with your children, how would you feel if someone you trusted did x to you, he said. These detailed, science-based exercises will help your clients realize their unique potential and create a life that feels energizing and authentic. The Hogan Judgment Assessment is used to develop employees, mainly in leadership roles. Talent Acquisition Our personality assessments predict performance so you can select the right candidate for every role without bias. As a small thank you, wed like to offer you a $30 gift card (valid at GoNift.com). The analysis produced five robust reports and tools (to the tune of nearly 90 pages). Include your email address to get a message when this question is answered. And yes, our assessments reflect these biases. Its best to show up 10 to 15 minutes early to an interview or other appointment related to a job application. I find this report fascinating. It assesses your decision-making process; how effectively you process information, how you approach decisions, your reaction to feedback, and your ability to learn from your mistakes and biases to make better decisions. Yes, me. Job security is more important than job satisfaction. Ive led Learning and Development. Hogan, R. (2020). The Hogan suite of tools helps companies improve organizational functioning by understanding their personnels data and supporting enhanced development and leadership building (Stott, n.d.). The Hogan assessment is generally used as a pre-employment testfor management roles. The HPI comprises seven primary scales (and 42 subscales) and six occupational scales, and includes typical tendencies for low and high scorers (modified from Hogan EU, n.d.f). A 2011 poll by the Society for Human Resource Management (SHRM) found that 18 percent of 495 randomly selected HR professionals used a personality test when hiring or promoting employees. A very common disconnect in the executive space for lots of valid reasons! For example, if you get a question about how often you lie, dont answer that youve never told a lie, as this is unrealistic. If the company finds that you might not be a match for their culture, its better to know sooner rather than later. Joyce and Robert Hogan, Hogan leads the world in personality assessment and leadership development. Strategic reasoning the ability of the individual to identify gaps, errors, and logical flaws in complex artifacts, such as graphs, diagrams, charts, and numerical data. However, I do not learn for learnings sake. Members can get help with HR questions via phone, chat or email. Furnham, A., Hyde, G., & Trickey, G. (2013). This is how I lovingly think of this report from the series. This is not a good versus bad type of assessment. Across all components of my life. The Hogan Personality Inventory is an assessment developed to measure the "bright side" of personality, namely the day-to-day nature of the candidate. Well-known personality tests include the Predictive Index, the Myers-Briggs Type Indicator, the NEO-Personality Inventory and the Personality Characteristics Inventory. The vast majority of assessment providers care little about validity. Employers use this to determine what motivates you. While many personality assessments are available, not all of them have strong foundations in personality psychology or supporting evidence. Employers use this assessment to determine how you solve problems and identify gaps, flaws, and errors in written and numerical items. Use them to help others better understand and harness their strengths in life-enhancing ways. The success of any private equity firm is driven by two major factors: capital and talent. They are often used for management positions. I dont look or feel like who I was seven months ago (due in part to not being able to visit the hair salon and part to not having the level of social interaction I need). Receive biweekly, easy-to-apply tips and resources dedicated to leadership development, creating healthier workplaces, and improving leadership team productivity. We all have derailers. Baez wrote that individuals with high cognitive abilities will have the intellectual skill necessary to identify the answers on a personality test that will maximize their chances of getting a position., A quick search on the Internet uncovers advice on how to fake personality tests.one suggestion is to Be cool. Of the eleven scales in this report, I was shocked to see that I scored fairly high as reserved. Leadership development is about coming to know what they are, managing them, and forgiving ourselves for them as we need to. We use cookies to make wikiHow great. All the new employees are tech-savvy. Identify high potential employees and leadership candidates. Use the Sliders to Learn More About How Assessment Scores Interact. Identify high potential employees and leadership candidates. More from Hogan The Ultimate Guide to Personality Tests Hogan's Blog Unlike the HPI, the HDS focuses on the dark side of personality, not covered by the five-factor model of personality, mitigating performance issues before they occur. These reports are produced by hogan automatically once the client has completed the online assessment. It typically takes less than 20 minutes for an employee to complete an assessment. Thanks to all authors for creating a page that has been read 135,110 times. I am comfortable taking risks, innovating, iterating. "I have been asked to appear for a Hogan Assessment Test. The JUD model includes a critical component most models miss: how a leader reacts to feedback about his or her failed decisions (Hogan EU, n.d.c, para. I found them shocking simply because of how very little I seem to value those two things. Knowledgeable-accommodating. As technological adoption ramps up over the next decade, the demand for social and emotional skills is predicted to rise by 30%. (Deep breath.). Love this post? Organizations began using personality tests for hiring, promoting and employee development to evaluate characteristics that could factor into a persons job performance. So, I was curious about what the world experiences when my slip is showing or I forget that Im on stage. Won awards for the training programs Ive built. Head Office (Usually preceded or proceeded by a sarcastic Honey). Tegan Trovato shares how leadership teams can up their gameparticularly in the wake of major change and volatility in this article written for Fast Company. Of these, 71 percent said the tests can be helpful in predicting job-related behavior or organizational fit. Hogan Assessments 1.800.756.0632. Employers use this to determine if you work well with others. We may earn a commission when you buy through some links on the site. This tells me I value private time and under stress can prefer to work alone, withdraw, and appear unapproachable. No, I would never intentionally do this to my employees and partners, but it is true that I have in the past. Our latest research reveals the experience candidates really want. There might be disparate treatment under Title VII discrimination laws, for example, if an employer gave personality tests just to Hispanics because he considered them inherently untrustworthy. var currentLocation = getCookie("SHRM_Core_CurrentUser_LocationID"); Note i. This is the best version of ourselves. All seven scales in this report were extremely interesting, but one stood out as shocking. They are the industry leader with products and services used in 56 countries. Seven bright side primary scales used in this assessment: You will work through a series of statements, with which you will strongly disagree, disagree, agree, or strongly agree. Need help with a specific HR issue like coronavirus or FLSA? Their strengths, particularly compared to other popular (free) tools, are their strong foundation in theory and repeated validation through hundreds of work studies. Since 1987, when Drs. You wouldnt want to spend months in a job environment you hate. To complete a Hogan Assessment, you will be provided with a username and password, which will allow you to access the online assessment platform. It does this by detailed insights into 7 personality scales. Then again, so might a Capricorn and a Sagittarius. Test Prep Specialist. . In your interview, speak with confidence, mention a project you completed independently, and describe how you honed interpersonal skills at past jobs. Remember that there is no such thing as a good score. Assessments reveal strengths, potential risks, and areas for development opportunities. The purpose of the instrument. So, how in the world could I score low on this?!?! An ENTP and an ISTJ might have a hard time working together. I like working in a team. Cautious measures risk aversion, fear of failure, and avoiding criticism. Search online for Hogan Personality Inventory practice test. This resource is a good starting point: Examples of aptitude tests include critical thinking, situational judgment, typing, mathematics, and verbal reasoning assessments. In all seriousness, this part of the series made me think deeply about how Ive been showing up in the world while under a unique amount of stress. Skepticalness measures a persons tendency to be alert for deceptive behavior in others and take action when it is detected. I find myself curious about how things operate. Won awards for the training programs Ive built. Strangers quickly recognize my talent and intelligence. Following is a list of common questions about Hogan that assessment participants may ask. Required for using Hogan's personality assessment suite, the Hogan Assessments Certification workshop will teach you to interpret and share feedback on results from the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory. If you get angry or take criticism badly, dont admit it. If you didnt get the job, use the opportunity to assess how your personality type fits with your career. ), The Motives, Values, Preferences Inventory (MVPI). Hogan affirms that your personality is your reputation, its how others perceive you rather than how you perceive yourself. As a leader, I need to be aware that my team members and partners may need to have these two values honored by the culture I create in order to find the psychological safety they need to do their best work. signs of criticism and disapproval 35 65 . There are two main skills which are tested on the exam; tactical reasoning and strategic reasoning. It is a holistic, [], If last nights dream helped you solve a problem, it could indicate that you are high in the personality disposition of openness (Larsen, Buss, Wismeijer, [], Chamber of Commerce (KvK) Registration Number: 64733564, 6229 HN Maastricht, 2023 PositivePsychology.com B.V. Additionally, the Hogan Assessments are based on both Hollands theory of vocational choice (which has received considerable attention within personality and vocational psychology) and the widely accepted five-factor model of personality (Furnham et al., 2013). The COVID-19 pandemic's devastation of the hospitality and leisure industry cannot be overstated. Those who promote personality tests point out that this tool should be used in conjunction with reference- and resume-checking, initial screening interviews and in-depth interviews that include behavioral questions. Change Works is a leader in leadershipand team development programs and solutions. It does this by detecting those qualities that can be disruptive, increase strain, and reduce the likelihood of success. Practice GRE, SAT, and ACT tests are also good ways to prepare for critical, numerical, and verbal reasoning tests. 3). As a leader, the reason it was super important for me to examine my scores for these two values is because these are two values that are often highly important to others! It is possible to test once and then use the data output at multiple points across individuals careers. Im constantly. 17 December 2020. As a leader, I need to be aware that my team members and partners may need to have these two values honored by the culture I create in order to find the psychological safety they need to do their best work. I will highlight three main reports in the series that brought me to some surprising insights. Typically, when I use the Hogan for coaching engagements, I like to use three reports with my clients. For example, in the. The associated cost of using the tools and receiving the suggested training and certification may be offset by reduced staff turnover and hiring the best fit for the job, improving individual, team, and company performance. After being alone for a while, I really feel the need to be with other people. For medium to large companies, personality assessments and other psychometric tests are standard steps in the job application process. If youre taking a test designed by Hogan Assessments, a leading test developer, ask your potential employer about the tests role in the hiring process. Stay calm, and remember that a psychometric test is only part of an application. To put these correlations in perspective, personality tests used in employee selection account for approximately 5 percent of an employees job success, while the other 95 percent of their performance is unaccounted for by personality, the authors wrote. Even if the design job pays less, youll learn about the companys products. Im okay with my work being unpredictable. You can also do practice tests online so you know what kind of questions youre likely to get. When journalist and blogger Vivia Chen took a personality test two years ago that law firm McKenna Long & Aldridge LLP required of applicants, one of the questions was, Do you like flowers?. The only way to create a team thats worth more than the sum of its individual contributors is to select members on the basis of personality, soft skills, and values (Chamorro-Premuzic & Winsborough, 2015, para. They can be used to: Assess strengths and weaknesses Identify employees with high potential and develop leaders Discover values and motivating factors Establish personality pitfalls that might impact on an individual's performance in the future For more tips, including how to review your Hogan assessment test feedback with your employer, read on! Reminding them that they are uniquely perfect as they are. And fourth, we assume that people are fundamentally irrational and that getting them to behave rationally is a constant struggle. Reminding them that they are uniquely perfect as they are. The Hogan Assessment test contains three unique assessments. On the other hand, the Hogan Assessments appear consistent, well validated, and reliable (Furnham et al., 2013). When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. Can you take responsibility and accept the results, or will you push the blame onto others? Normative scores show how you rank compared to other people who have taken the test previously. unlocking this expert answer. The Hogan assessment, said Hanes, ranges from $30 to $400. Hogan offers three kinds of personality and two kinds of cognitive ability tests. We have many resources available for therapists and counselors providing support to employees. I may keep others at a distance and become detached. important to others! Suppose a company is looking for salesperson whos confident, self-motivated, and outgoing. Use it to try out great new products and services nationwide without paying full pricewine, food delivery, clothing and more. Senior leadership teams often struggle to create clarity about decision-making authority. Hogan Assessment Systems publishes four assessments, each of which provides insight regarding personal characteristics related to job performance. Criticisms are more typically related to the appropriateness of using personality assessments in making workplace employee decisions, rather than specifics regarding well-validated tools such as the Hogan Assessments. Im constantly, constantly learning and teaching others what I learn. Katherine is also a freelance writer and editor. Hogan Assessments11 S GreenwoodTulsa, OK 741201.918.749.0632. The HBRI describes candidates reasoning style to understand their problem-solving approaches, along with their ability to avoid repeating mistakes and areas for development. Bright Arrow Coach, Kisha Wynter explains how working harder is not a sustainable or effective strategy to make a lasting impact as a future executive leader. % of people told us that this article helped them. Join our mailing list for the exclusive download. Im so thankful for this new awareness as I go forward. These tools can be used for various reasons; strengthening your employee selection process, leadership development, succession planning, and talent management. What I appreciate about this part of the series is that it hones in on our values in the workplace specifically. Step three Think of the small things you can do to take action. Reviewing your results will help you figure out which traits are particular to that company and which are industry-wide. The more expensive tests typically are used for C-suite hires and can produce up to 82 pages of information about the applicant. Hogan assessments offer a broad insight into individual personalities. IT companies will be most poised for success if they hire individuals who are adaptable and ready to reskill or upskill when needed. Faith that the tests provide a useful view of an individual that can join with other factors to help assess their performance? Third, we are biased toward revising our standard recommendations if new data shows our standard recommendations are wrongthat is, we are biased toward admitting our mistakes. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; Would you be more successful as a leader or a follower? These tools can be used for various reasons; strengthening your employee selection process, leadership development, succession planning, and talent management. Study the job description and think of examples that show how youve put the desired personality traits into practice. While the company could be looking for specific traits for its culture, you might need to work on qualities that most companies want to see. download our three Strengths Exercises for free, Relevant Resources From PositivePsychology.com, 17 strength-finding tools for practitioners, Steady under pressure yet resistant to feedback, Great team players, happy for others to take the lead, and complacent, Energetic, restless, forceful, and competitive, Able to work alone, quiet, and socially reactive, Outgoing, talkative, and attention seeking, Direct, willing to confront, cold, and tough, Imaginative, quick witted, yet poor at implementation, Hands-on learners, self-interested, averse to technology, Interested in learning, insightful, intolerant of the less informed, Are negative and cynical, expecting to be betrayed, Are risk takers, often without appropriate assessment, Are unwilling to take risks even after assessing them, Are too concerned about others feelings, Appear to lack resolve and self-confidence, Appear assertive, over-confident, and self-promoting, Are conservative, compliant, and unadventurous, Are modest, unassuming, quiet, and self-restrained, Are socially prominent, dramatic, and attention seeking, Prefer routine, are practical, but may lack new ideas, Can seem impractical and unpredictable but may offer unusual ideas, Have poor attention to detail and often over-delegate, Are picky, overly conscientious, and typically micromanage, Are highly independent and may resent authority, Prefer to share credit and avoid too much attention, Value public acknowledgment and high-visibility projects, Prefer to let others lead and avoid confrontation and competition, Value leadership positions and are keen to get ahead, Value business-like professional settings and formal working environments, Value entertaining, fun, and open-minded environments, Place value on their own work over morale, Value helping other people and customer-focused environments, Prefer working with others and social interaction, Prefer flexibility and autonomy and challenging established procedures, Prefer the status quo and avoid people who do not share beliefs, Prefer consistency and predictability over risks, Prefer environments that focus on the bottom line, Value analysis, problem-solving, and working with data and objective facts, Reducing turnover identifying performance risk before candidates are hired, Hiring the best uncovering who fits a need and eliminating those who are unqualified, Maximizing value freeing up time previously spent on administration to focus on employee development, Playing the long game using individual development to sustain ongoing growth, Reaching beyond resumes looking deeper into candidates to explore their strengths, values, and performance risks, Connecting the dots identifying and understanding how candidates approach problems and think tactically, Increasing efficiency providing focused, clear, and easy-to-use, self-guided reports, Unifying objectives aligning corporate and employee development plans, Identifying and mitigating performance risks, Pairing with 360-degree assessment and development initiatives, Hogan Personality Inventory exploring the bright side of personality, Motives, Values, Preferences Inventory personality from the inside, Hogan Business Reasoning Inventory assessing reasoning ability. The widespread use of Hogan Assessments in high-performing companies provides anecdotal evidence of their benefits to business. This doesnt mean HR practitioners should ignore personality tests, experts said, but that they should review them with caution. Do you know how to mitigate your derailers? The motives, Values and Preferences Inventory describes personality from the inside. $(document).ready(function () { Crucially, research has shown that such assessments are predictive of performance in the workplace (Hogan, 2021; Furnham et al., 2013). ", Unlock premium answers by supporting wikiHow, https://www.seattletimes.com/seattle-news/health/faking-your-type-to-pass-a-personality-test/, https://www.assessmentcentrehq.com/hogan-test/, https://hbr.org/2015/07/ace-the-assessment, https://blogs.kent.ac.uk/kbs-employability/interviews-assessment-centres/psychometric-tests/, https://www.business.uq.edu.au/news/ten-ways-succeed-psychometric-tests, https://www.kent.ac.uk/careers/psychotests.htm, https://www.psychologytoday.com/blog/cui-bono/201109/frequently-asked-questions-about-personality-testing, Passar no Inventrio Hogan de Personalidade. 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