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Hogan Development Survey(HDS)

Work | Personality | Leadership and Managerial Roles | Team Functioning

The Hogan Development Survey(HDS) describes the darkside of personality –identifying critical blind spots and qualities that emerge in times of increased strain, that  can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, you can recognise and mitigate performance risks before they become a problem.


The HDS includes the following scales:

  • Bold: Overly self-confident, arrogant, with inflated feelings of self-worth
  • Imaginative: Creative, but thinking and acting in unusual or eccentric ways
  • Colourful: Dramatic, attention-seeking, interruptive, poor listening skills
  • Mischievous: Charming, risk-taking, limit-testing, excitement-seeking
  • Excitable: Moody, easily annoyed, hard to please, emotionally volatile
  • Reserved: Aloof, indifferent to feelings of others, uncommunicative
  • Skeptical: Distrustful, cynical, sensitive to criticism, focused on the negative
  • Cautious: Unassertive, resistant to change, risk averse, slow to make decisions
  • Leisurely: Overtly cooperative, but privately irritable, stubborn, uncooperative
  • Diligent: Perfectionistic, hard to please, micromanaging
  • Dutiful: Eager to please and reluctant to act independently or against popular opinion


The HDS predicts job performance by assessing derailment characteristics and identifies problematic aspects  of  behaviour  not  detected  in  an  interview and  therefore  provides useful  insights for  both recruitment and selection as well as individual development initiatives.


The  HDS has  the  following software  reports  available,  some  of  which form  part  of  packages  where the HPI, HDS and MVPI need to be completed depending on the report option required:

  • Data report: provides numerical scores for the primary scales.
  • Graph report: provides scores for primary scales in a graphical format.
  • Flash report: designed for use  by a coach or user with expertise to interpret based on numbers alone, no interpretive narrative is included
  • Insights report: builds  self-awareness  by  highlighting  behavioural  tendencies  of  which  the participant may be unaware.
  • Configure  report: aids  determining  key  attributes,  qualities  and  skills to accurately evaluate potential talent
  • Hogan  Basis: provides  a  hiring  recommendation,  behavioural  interview  guide,  and  systematic method using a combination of the assessment and interview results.
  • Coaching report: a   self-guided,   comprehensive   development-planning   tool   for   individual leadership development
  • HDS Challenge report: predicts career-derailing behaviours that interfere with the ability to build a cohesive and high-performing team
  • Engaging  Leader report: describes  four  key  competencies of  engagement paired  to  personality scales
  • High  Potential Talent report: prioritises areas  where  focus  and  attention  should  be  targeted, resulting in maximised leadership potential
  • The  Agile  Leader report: considers individuals’ potential  to  lead in  an  ever-changing,  digital business environment
  • Summary report: provides an overview of a participant’s strengths, challenges and values, therefore integrating results across the HPI, HDS and MVPI.
  • Hogan Team report: provides information on team roles, team culture, team derailers as well as individual scores to serve as a tool that may facilitate team performance


South African norms are available for the HDS using candidates from the corporate environment in South Africa. The psychometric properties of the instrument have  been investigated and numerous local  criterion-referenced  studies have been  completed. Furthermore, JVR  Psychometrics welcomes  the  opportunity  to  partner  with  clients  in  conducting  research using  the HDS in  their organisations.

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