Hogan Development Survey

The Hogan Development Survey (HDS) is a globally recognized, scientifically-backed psychometric assessment tool. It was designed to predict potential career derailers by examining characteristics that can impede a person’s work performance when under stress. This tool provides robust insights into how people behave under pressure, offering invaluable information about employee potential and leadership qualities.

This guide will lead you through the specifics of the Hogan Development Survey, its role in psychometric testing, how to conduct and interpret the survey results, and its prospects. We will also dispel some common misconceptions about the survey. Let’s dive deeper into the world of psychometric testing!

Understanding Hogan Development Survey

Brief History and Purpose of Hogan Development Survey

The Hogan Development Survey was developed by psychologists Drs. Joyce and Robert Hogan in the 1980s, with a primary focus on identifying the dark side of personality traits. The survey was created based on the theory that individuals show a different set of behaviors under stress than under normal conditions.

The purpose of the Hogan Development Survey is to highlight these traits that can derail or interfere with an individual’s interpersonal relationships, career progression, and overall effective work performance. It’s used to predict the challenges that individuals could potentially face in their careers due to these traits, so they can be proactively managed and controlled.

Essential Components of Hogan Development Survey

The HDS consists of 11 scales, with each scale representing a potential risk or derailment factor. These factors are:

  1. Excitable
  2. Skeptical
  3. Cautious
  4. Reserved
  5. Leisurely
  6. Bold
  7. Mischievous
  8. Colourful
  9. Imaginative
  10. Diligent
  11. Dutiful

Each scale provides a detailed analysis of the individual’s tendencies and predilections, offering a comprehensive view of their personality under stress.

How Hogan Development Survey Works

The Hogan Development Survey is conducted online and consists of 168 true/false and agree/disagree questions that can be completed in about 15-20 minutes.

After an individual completes the survey, their responses are analyzed and interpreted based on the 11 scales. The results are then compiled into an easy-to-understand report that provides insight into the individual’s potential risk factors and guidance on how to manage these potential derailers.

The survey results aim not to label or stereotype individuals but to offer self-awareness, enabling individuals and organizations to identify potential pitfalls and develop strategies to mitigate these risks.

The Role of Hogan Development Survey in Psychometric Testing

Understanding the importance and unique aspects of the Hogan Development Survey within the scope of psychometric testing enables us to grasp its practical relevance and effectiveness in different fields, particularly in the corporate and industrial sectors.

Importance of Hogan Development Survey in Psychometric Testing

The HDS plays a pivotal role in psychometric testing by providing extensive and in-depth personality assessments. It’s geared towards identifying an individual’s strengths, limitations, values, and motivations, which helps employers make strategic decisions on placements, promotions, and training programs. Its focus on the ‘dark side’ of personality traits – those that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success – makes it a valuable tool in psychometric testing.

Unique Features and Advantages of Hogan Development Survey

One of the distinctive benefits of the HDS lies in its scientifically-backed methodology. Unlike other psychometric tests that might largely focus on positive traits, the HDS delves into aspects of personality that could potentially derail an individual’s career or negatively impact a team or organization. This proactive approach helps employers to mitigate risks and develop strategies for managing potential performance issues.

Furthermore, HDS provides an advantage in that it is designed to be resistant to social desirability bias, meaning that it’s more challenging for participants to manipulate their answers to present themselves in an overly positive light. The depth of insight and hard-to-fake nature of the HDS makes it a significant asset in comprehensive psychometric testing.

Real-life Applications and Case Studies of Hogan Development Survey in Psychometric Testing

The application of the HDS is vast and varied. An example is its usage in recruitment processes. By using the HDS, companies can predict a candidate’s behavioral tendencies and response to stress, thereby aiding in the selection of suitable candidates.

In a case study presented by Hogan Assessments, a multinational organization used the HDS to identify the potential risk factors of its senior leadership team. The results provided valuable insights into the team’s dynamics and helped shape developmental training that ultimately improved their overall performance.

This highlights the practical use of the HDS in psychometric testing and underscores its capacity to effectively enhance team and organizational performance.

Process of Conducting the Hogan Development Survey

Step-by-Step Guide on Conducting the HDS

Conducting HDS is a streamlined process that’s designed to gather precise, invaluable insight into respondents’ personality traits.

  1. Preparation: The process begins with preparation where the administrators provide necessary information and guidelines about the HDS to the participants.
  2. Administration: The HDS is administered online, typically taking approximately 15-20 minutes to complete. Participants can take it at any convenient time and place.
  3. Data Compilation: Once the participant completes the survey, the responses are compiled and processed systematically.
  4. Analysis: The data is then analyzed using Hogan’s proprietary algorithm, which generates a comprehensive profile of the individual’s personality traits.

Time Commitment and the Number of Questions

The HDS consists of 168 forced-choice items (two statements per item). Each item requires the respondent to choose the statement that best describes him or her. It is designed to be completed in around 15-20 minutes, however, there’s no maximum time limit. The survey’s brevity poses minimal disruption to a participant’s day, making it a viable tool even in busy corporate environments.

The Requirements to Participate in the Hogan Development Survey

The HDS is primarily designed for working adults, particularly those in or aspiring to leadership positions. However, it can be administered to anyone above the age of 18.

Aside from age, the only other primary requirement is an understanding of the survey language. Currently, the HDS is available in over 40 languages, making it accessible to a wide range of individuals worldwide.

It’s also important to note that participants must approach the survey with an open mind and a willingness to engage honestly with the process. The accuracy of the HDS outcomes largely depends on the honesty and introspection of the respondent.

Furthermore, no special technical skills are required to take part in the survey. As long as an individual can use a computer and navigate a website, they should have no issues participating. However, if a respondent has a disability that might affect their ability to complete the survey, accommodations can be arranged by contacting Hogan directly.

In essence, the Hogan Development Survey is designed to be as inclusive and straightforward as possible. It aims to offer a profound understanding of one’s personality traits, ultimately leading to improved self-awareness and professional development.

Interpreting Hogan Development Survey Results

The results of the Hogan Development Survey help to illuminate potential performance risks and are a crucial part of the survey process. Understanding these results can provide a deeper insight into personality tendencies, which can be beneficial in both personal and career development.

Understanding HDS Scores

The scores of the Hogan Development Survey are based on 11 scales that represent different behavioral tendencies. The scales are further divided into three clusters: moving away, moving against, and moving towards. High scores on any of these scales indicate potential problematic behaviors under stress. However, the scores should be interpreted as indicating potential rather than certain behavior.

How to Analyze the Hogan Development Survey Results

A qualified individual should conduct the HDS results analysis, or you should consult with a professional certified in Hogan assessments. The detailed results generated by the HDS provide insights into an individual’s behavior under stress, and potential overused strengths, which can turn into weaknesses. Each scale is interpreted separately, and the interaction among the different scales is also analyzed. Maintaining a holistic perspective during the analysis is crucial to deriving meaningful conclusions.

Implications and Uses of HDS Results in Career Development

Results from the HDS can be a powerful tool in career development. They provide insights into possible career derailers or areas that may need improvement for career success. It can also be used to identify strengths and maximize them further. Employers can use these results for leadership identification, succession planning, and team-building. It also can be an effective tool for personal development planning and coaching.

The interpretation of HDS results should always align with the objectives of the psychometric testing. For instance, in recruitment, the results can identify potential risks that may impact job performance, while in career development, the results can highlight areas for improvement or strengths to leverage.

Hogan Development Survey: The Way Forward

The Future of HDS in Modern Hiring Techniques

The modern workforce landscape is changing rapidly, and the use of psychometric tests, such as the Hogan Development Survey, is gaining more recognition and application. The HDS offers a forward-looking approach to measuring and understanding personality traits that are critical for job success. As organizations strive for improved employee performance and reduced hiring mistakes, the HDS stands as a robust tool in the arsenal of modern hiring techniques. This future-focused application of the survey, according to a study published in the Global Journal of Management and Business Research, enables companies to achieve enhanced job satisfaction, improved job performance, and increased overall organizational success.

Limitations and Opportunities for Improvement

As with any instrument, the Hogan Development Survey does have certain limitations. For instance, it primarily focuses on negative traits that can derail a person’s career, leaving out the measurement of positive career-enhancing traits. The test-taker’s self-perception might also bias the results, as it relies on self-reported data. Despite these limitations, the HDS presents enormous opportunities for improvement. There is a scope for the test to include positive personality traits and to incorporate peer reviews to mitigate self-bias. These improvements can expand the HDS’s utility, making it an even more comprehensive tool for assessing behavioral tendencies in the workplace.


With its unique focus on identifying potential derailers in professional settings, the Hogan Development Survey has cemented itself as a key player in the realm of psychometric testing. The instrument goes beyond the traditional metrics of aptitude and knowledge, revealing deeper insights into the ways an individual’s personality might impact their work performance under stress. Despite its limitations, with consistent fine-tuning and enhancements, the HDS can continue to revolutionize the field of human resource management, facilitating organizations to make more informed and effective personnel decisions.


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