Hogan Dark Side | Hogan Development Survey

What is the HDS?

The Hogan Development Survey (HDS) measures dark-side personality - interpersonal behaviour that can be strengths, but when overused can cause problems at work and in life. Whereas characteristics of the HPI can be seen in a person’s day-to-day behaviour, the performance risks assessed by the HDS will only be seen in situations where the person is not actively managing his or her public image.

These situations might include those involving high stress or change, multi-tasking, task saturation or accomplishment, poor person-job fit, or when an individual feels so comfortable in his or her work environment that little or no concern is given to public image.

Having self-awareness is a key skill in the workplace and to understand our own derailers can be a key part of success.

What makes Hogan Dark Side different to other psychometric tests out there?

Whereas most psychometric assessments do look at strengths and motivators, Hogan Dark Side looks at stressors and triggers that may affect a person in their job role. This can shed great insight into how well someone may be suited to a particular role and what might derail them.

The Hogan Dark Side survey provides clear and explicit information regarding those aspects of an individual’s interpersonal performance that need extra attention.

Many people who can put on a skillful performance for an hour or two are often flawed in ways that won’t appear in an interview.

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Uses of HDS

There are many uses of this assessment.

Interview prompts
Hiring decisions
Leadership development
Succession planning
Onboarding tips
Development plan
Coaching pointers

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What does the assessment involve?

The assessment takes 15/20 minutes to complete and produces a score for 11 key factors.

Higher scores on a scale increase the chances that risk factors and counterproductive behaviours will emerge and negatively impact performance however some high risk scores may be associated with characteristics deemed attractive to others. Most people have at least one or two elevations (moderate to high risk).

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11 Scales

Excitable

Concerns working with passion and enthusiasm but also being easily frustrated, moody, irritable and inclined to give up on projects and people.

Sceptical

Concerns being alert for signs of deceptive behaviour in others and taking action when it is detected.

Cautious

Concerns seeming resistant to change and reluctant to take risks or chances due to an unusual fear of criticism or failure.

Reserved

Concerns the tendency to keep to oneself, avoiding meeting new people, and being indifferent to the moods and feelings of others.

Leisurely

Concerns seeming independent, ignoring people’s requests, and becoming resentful if they persist.

Bold

Concerns seeming unusually self-confident, feeling entitled, and unwilling to admit mistakes or listen to advice or feedback.

Mischievous

Concerns seeming charming, enjoying risk taking, pushing the limits, being easily bored, and being impulsive.

Colourful

Concerns seeming expressive, overly dramatic, and attention-seeking.

Imaginative

Concerns acting and thinking in creative, unusual, and sometimes odd ways.

Diligent

Concerns seeming meticulous, precise, and critical of others’ performance.

Dutiful

Concerns seeming ingratiating to boss, eager to please, and reluctant to take independent action or rock the boat.

Report sample

It is important that the HDS is used alongside the HPI and MVPI assessments as they work together for a deeper understanding of personality.