How to use DISC in your Hiring Process
Are you tired of hiring the wrong people for your team? Do you want to ensure that you make the right hiring decisions? Then it's time to consider using the DISC tool in your hiring process.
The DISC personality assessment is a tool that helps identify and measure an individual's behavior and personality style. It's based on four primary styles: dominant, inspiring, supportive, and conscientious. Each of these styles has unique characteristics that make them valuable in different ways.
In this blog post, we will break down the DISC tool and how it can be used in hiring. We will also explore how to interpret the results to make better hiring decisions.
What is the DISC Personality Assessment?
The DISC assessment is a tool that measures an individual's behavior and personality style. It's based on the DISC model, which is a theory of human behavior that focuses on four primary styles: dominant, inspiring, supportive, and conscientious.
The DISC model was first introduced by William Moulton Marston, a psychologist and inventor of the lie detector. He believed that people had one prominent personality style that influenced their behavior and communication. The DISC tool helps individuals understand their personality style and how it affects their interactions with others.
The Breakdown of the DISC Styles
Let's take a closer look at the four primary styles of the DISC model:
Dominant
The dominant style is characterized by assertiveness, directness, and a results-oriented approach. People with this style are confident, competitive, and like to take charge. They're often described as "go-getters" and can be seen as demanding or even aggressive.
Inspiring
The inspiring style is characterized by enthusiasm, optimism, and a people-oriented approach. People with this style are outgoing, energetic, and love to interact with others. They're often described as "charismatic" and can be seen as impulsive or even unrealistic.
Supportive
The supportive style is characterized by a focus on relationships, cooperation, and harmony. People with this style are patient, kind, and prefer to work in a team. They're often described as "peacemakers" and can be seen as indecisive or even passive.
Conscientious
The conscientious style is characterized by attention to detail, accuracy, and a systematic approach. People with this style are organized, analytical, and value precision. They're often described as "perfectionists" and can be seen as critical or even rigid.
How is the DISC Tool Used in Hiring?
The DISC tool can be used in hiring to help identify the personality style of candidates and match them to the requirements of the job. It can also help identify potential strengths and weaknesses of the candidate, as well as provide insights into how they might fit into the company culture. In addition, the DISC results show how they prefer to communicate within the team.
If you’d like to have the full step by step guide to implement DISC in your hiring process, contact me here.
When using the DISC tool in hiring, it's important to ensure that it's not the only factor considered. Other factors, such as experience and skills, work ethic and references, should also be taken into account. However, the DISC tool can provide valuable information that can help make better hiring decisions.
How to Interpret the Results for Candidates
Once you've administered the DISC assessment to candidates, it's important to interpret the results correctly. Here are some tips on how to interpret the results:
Look for patterns
When interpreting the results, look for patterns in the candidate's behavior. For example, if they score high in the dominant style, they may be a good fit for a leadership role. If they score high in the supportive style, they may be better suited for a team-oriented role.
Consider job requirements
Consider the requirements of the job when interpreting the results. For example, if the job requires attention to detail, a candidate who scores high in the conscientious style may be a good fit. If the job requires strong interpersonal skills, a candidate who scores high in the inspiring or supportive style may be a better fit.
Evaluate strengths and weaknesses
The DISC assessment can provide valuable insights into a candidate's strengths and weaknesses. For example, a candidate who scores high in the dominant style may be a strong leader but may struggle with teamwork. A candidate who scores high in the inspiring style may be great at motivating others but may struggle with attention to detail. Based on the role you’re hiring for, assess the overall strengths and weaknesses to what the job description requires.
Consider company culture
When interpreting the results, consider how the candidate might fit into the company culture. For example, if the company values collaboration and teamwork, a candidate who scores high in the supportive style may be a better fit than a candidate who scores high in the dominant style. Generally you will see patterns depending on the industry, for example companies that provide health services to elderly are more likely to employ people a Supportive style.
Conclusion
Using the DISC tool in hiring can help ensure that you make the right hiring decisions. By identifying the personality style of candidates and matching them to the requirements of the job, you can create a team that works well together and is successful. When interpreting the results of the assessment, it's important to consider patterns, job requirements, strengths and weaknesses, and company culture. With these factors in mind, you can make informed decisions that benefit your company and your team.
If you're interested in using the DISC tool in your hiring process, consider taking the assessment yourself. The Professional Leadership Institute offers a free DISC assessment that can help you better understand your own personality style and how it affects your behavior and communication. Check it out at https://professionalleadershipinstitute.com/disc-assessment/assessment