The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.
Quick Facts
15- to 20-minute completion time
Available in more than 40 languages
Measures behavior not covered by the Five-Factor Model
Identifies problematic aspects of behavior not detected in an interview
More than two million participants assessed
Validated for use in more than 400 research studies
No invasive or intrusive items
No adverse impact
Online administration
Introduced in 1997, the HDS is the only personality assessment that identifies critical blind spots that lead to career derailment.
When the pressure’s on, the line between strength and weakness isn’t always clear — drive becomes ruthless ambition, attention to detail becomes micromanaging. The dark side of personality derails careers and companies, but it doesn’t have to. Organizations around the world rely on the HDS to identify derailers that disrupt or interfere with effective performance.
The Hogan Development Survey is a proven assessment tool that uses 11 personality scales and 33 subscales to help leaders recognize shortcomings, maximize strengths, and build successful teams.
Scale Name
Low Scorers
High Scorers
Excitable
seem calm to the point of appearing
to lack passion or urgency
display dramatic emotional peaks
and valleys regarding people and projects
Skeptical
seem trusting to the point
of naïveté
are negative or cynical and
expect to be betrayed
Cautious
are willing to take risks
without adequate risk assessment
are reluctant to take
risks regardless of risk assessment
Reserved
are too concerned about
the feelings of others
are indifferent to the
feelings of others
Leisurely
appear to lack an agenda
or direction
are passive-aggressive
and agenda driven
Bold
appear to lack self-confidence
and resolve
seem assertive, selfpromoting,
and overly self-confident
Mischievous
are conservative,
compliant, and likely unadventurous
are impulsive, limit-testing, and at times, devious
Colorful
are modest, unassuming,
quiet, and self-restrained
are attention-seeking,
dramatic, and socially prominent
Imaginative
are practical, rely on
routine, and often lack new ideas
may seem impractical,
unpredictable, and offer unusual ideas
Diligent
have poor attention to
detail and tend to over delegate
are picky, overly conscientious,
and tend to micromanage
Dutiful
are overly independent
and seem to resent authority
Snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Certification:
Required
Hogan Summary is a self-guided interpretation of individual strengths, values, and challenges. The Summary Report is a snapshot of interpersonal performance, organizational fit, and a primer for performance improvement and shifts in behavior.
Determines key attributes, qualities, and skills, to accurately evaluate potential talent in prospective and incumbent employees.
Certification:
Not Required
We leveraged three decades of experience and billions of data points to build Hogan Configure, the only competency solution that puts Hogan’s predictive power and scientific rigor at your fingertips. Using a simple yet robust web-based platform, Configure’s three-step process helps you determine key attributes, qualities, and skills, allowing you to accurately evaluate potential talent in prospective and incumbent employees.
Intended to help the emergent leader become more effective and the effective leader be more emergent, resulting in maximized leadership potential.
Certification:
Required
Hogan High Potential Talent Solution is development focused to equip an organization’s high-potential talent population to become the next leaders. Potential for what? Potential to build and lead teams that can consistently outperform the competition. Some people who appear to have leadership potential are often not effective leaders; conversely, many effective employees are overlooked for promotion because they do not self-promote enough to get noticed. The Hogan High Potential Model measures the three dimensions of leadership potential, highlighting individual strengths and ranked areas of actionable development. The intent is to prioritize areas where focus and attention should be targeted, resulting in maximized leadership potential.
Designed for use by a coach or user with expertise to interpret based on numbers alone.
Certification:
Required
Hogan Flash graphically displays Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory scale scores and provides raw data for HPI, HDS, and MVPI subscales. No interpretation information is provided. The report is designed for use by a coach or user with expertise to interpret based on numbers alone.
Out-of-the-box solution that identifies a candidate’s strengths and potential areas of weakness for leadership roles.
Certification:
Not Required
Leader Basis is an out-of-the-box solution that identifies a candidate’s strengths and potential areas of weakness for leadership roles and provides a hiring recommendation.
Designed to help team members gain an understanding of team strengths, weaknesses, and culture.
Certification:
Required
Hogan Team is designed to help team members gain a holistic, personality-based understanding of team strengths, weaknesses, and culture, and to understand how members’ personalities and motivators may support or hinder team effectiveness in light of the team’s character, business, context, and goals. The report draws on personality assessment to help teams identify and understand three internal dynamics: strengths and weaknesses, potential fracture lines, and culture and shared values.
Custom solution that describes job fit and provides a hiring recommendation, interview guide, and method for making a hiring decision.
Certification:
Not Required
Hogan Basis describes a candidate’s fit to the job and organization. The report provides a hiring recommendation, behavioral interview guide, and systematic method for making a hiring decision using a combination of the assessment and interview results.
Explores a mid-level manager’s strengths, performance risks, and values, and can be used as a feedback tool for selection or development.
Certification:
Required
The Insight Series provides organizations with scientifically validated information about an individual’s strengths, performance risks, and core values. Used as a feedback tool for selection or development, the easy-to-understand report series gives emerging and mid-level managers the self-awareness needed to perform effectively.
Predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team.
Certification:
Required
Hogan Challenge describes how leaders are likely to interpret the world and treat subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team.
Provides leaders with an understanding of their strengths, challenges, and underlying motivators. Requires feedback from a certified coach/user.
Certification:
Required
The Hogan Leadership Forecast Series includes four development-focused reports. Based on Hogan’s trademark assessments, the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory, each report offers information regarding the characteristics, competencies, and values that underlie how a leader approaches work, leadership, and interaction with others in the workplace.
Hogan Personality Inventory
Hogan Development Survey
Motives, Values, Preferences Inventory 
