The Hogan Development Survey (HDS) is a personality assessment tool used in the workplace to identify potential career derailers or problem areas in an individual’s personality. The HDS measures 11 personality dimensions that are commonly associated with workplace performance, including excitable, skeptical, cautious, reserved, leisurely, bold, mischievous, colorful, imaginative, diligent, and dutiful.
The HDS is unique in that it identifies potential negative traits or behaviors that can hinder an individual’s success in the workplace. For example, an individual who scores high on the bold dimension may be seen as confident and assertive, but may also exhibit behaviors such as impulsiveness and risk-taking that could lead to poor decision-making.
- What is the Hogan Assessment?
- How do you prepare for a Hogan Assessment?
- How long does it take to do the Hogan Assessment?
- How accurate are personality tests?
- What are the 4 principles of assessment?
- Can you fail a personality assessment?
- Is the Hogan Assessment timed?
- Are personality assessments accurate?
- What are employers looking for in personality assessments?
- Why are Hogan assessments predictive of future performance?
What is the Hogan HDS test?
The Hogan Development Survey (HDS) describes the dark side of personality in your when reacting to stressful situations.
This behavior can have a very negative impact on work performance
The HDS takes approximately 15–20 minutes to complete.
The HDS scales to assess “dark side” personality:
The Hogan Development Survey (HDS) measures 11 personality dimensions, including three “dark-side” personality traits that can potentially derail an individual’s career success if not properly managed. Here is a table that summarizes these three traits:
|Excitable||Easily stressed and emotionally reactive.||Impulsive decision-making, emotional outbursts, and difficulty handling pressure.|
|Skeptical||Distrustful of others and may exhibit a cynical attitude.||Cynicism, pessimism, and difficulty building relationships and working collaboratively.|
|Cautious||Risk-averse and overly cautious in decision-making.||Inflexibility, indecisiveness, and reluctance to take on new challenges or initiatives.|
It’s important to note that these “dark-side” personality traits are not necessarily negative in all situations, and can even be beneficial when managed properly. By identifying and addressing potential derailers, individuals and organizations can develop targeted coaching and development plans to help individuals manage their weaknesses and improve their overall workplace performance.
How does the Hogan HDS test work?
The Hogan HDS test is a self-report questionnaire that contains 154 true/false items. The test takes about 15 to 20 minutes to complete. The questions are designed to measure the 11 personality scales and identify any dark side personality traits. The three categories of personality scales are:
Moving Away: This category measures personality traits related to withdrawal and avoidance behavior. The scales include cautious, reserved, leisurely, and bold.
Moving Against: This category measures personality traits related to oppositional and confrontational behavior. The scales include skeptical, cynical, daring, and colorful.
Moving Toward Others: This category measures personality traits related to accommodating and pleasing behavior. The scales include diligent, dutiful, eager to please, and ingratiating.
Hogan HDS Sample Questions
Statement on a scale from 1 (strongly disagree) to 5 (strongly agree)
- Sometimes people take advantage of me.
- Would you like to be different?
- I get angry easily.
- I go straight for the goal.
- I warm up quickly to others.
- I often eat too much.
Get prepared for your online Hogan HDS assessment test
The Hogan HDS test score is a measure of an individual’s dark side personality traits. It is based on the responses given in the Hogan HDS test, which is a self-report questionnaire that measures 11 personality scales divided into three categories: Moving Away, Moving Against, and Moving Toward Others.
The scores for each personality scale range from 1 to 5, with 1 being the lowest score and 5 being the highest score. A high score on a particular personality scale may indicate a potential risk for negative behavior in the workplace, while a low score may indicate a strength in that particular trait.
How to practice for the Hogan HDS test?
To increase your chances of success in the Hogan HDS test, there are a few things you can do to prepare:
- Research the test: Before taking the Hogan HDS test, it is important to research the test format, the questions, and the time limit. You can find sample questions and practice tests online to familiarize yourself with the test.
- Identify your strengths and weaknesses: Take some time to reflect on your personality traits and identify any areas that may be considered dark side traits. Be honest with yourself and focus on improving those areas.
- Seek feedback: Ask your colleagues, friends, or family members for feedback on your personality traits. This can give you an idea of how others perceive you and help you identify any areas that may need improvement.
- Practice self-awareness: Pay attention to your behavior and emotions in different situations. This can help you identify any patterns in your personality traits and improve your self-awareness.
The Hogan HDS test is an important tool for employers to identify personality traits that can be counterproductive in the workplace. To increase your chances of success in the test, it is important to research the test format, identify your strengths and weaknesses, seek feedback, and practice self-awareness.
Hogan Business Reasoning Inventory (HBRI)
The HBRI is a psychometric evaluation that measures the cognitive abilities of potential employees. It is designed for individuals interested in a career within the business field and is an excellent predicting tool for real-world performance.
The Hogan personality tests are most popular when applying to upper-level management and supervisory positions (e.g., directors, accountants, managers, consultants.)