The DISC assessment is popular in professional settings to understand personality traits. DISC looks at four factors of behavior: Dominance, Influence, Steadiness, and Compliance.
Many people ask, “Can DISC be used for hiring?” Can a behavioral assessment be safely and legally used in the talent acquisition process?
The answer is yes, if you have the right assessment provider. You need to use DISC assessment hiring strategically.
Key Takeaways
- DISC assessment measures scores in four factors: Dominance, Influence, Steadiness, and Compliance.
- DISC was not originally intended as a pre-employment screening tool.
- DISC can be used for hiring, but requires legal compliance and a proper process.
- Many organizations use DISC to predict how well someone will perform on the job, but not all organizations use DISC properly.
Overview of DISC Assessments
DISC assessments help reveal how people behave, communicate, make decisions, and react under pressure. DISC focuses on what you can see, not just what you feel, because DISC is observable. This makes DISC a great resource for understanding how someone behaves in their role at work.
Understanding DISC Basics
Dominance
This behavioral factor measures how someone responds to problems and challenges.
- If your highest score is D, you are a Direct communicator.
- If your lowest score is D, you are a Reflective communicator.
Influence
This behavioral factor measures how someone chooses to influence people and contacts.
- If your highest score is I, you are an Outgoing communicator.
- If your lowest score is I, you are a Reserved communicator.
Steadiness
This behavioral factor measures how someone responds to pace and consistency.
- If your highest score is S, you are a Steady communicator.
- If your lowest score is S, you are a Dynamic communicator.
Compliance
This behavioral factor measures how someone responds to procedures and constraints.
- If your highest score is C, you are a Precise communicator.
- If your lowest score is C, you are a Pioneering communicator.
Learn more about the DISC assessment here.
How DISC Works in Recruitment
Using DISC in hiring makes it easier for employers to pick the right candidate for a role. It lets them choose based on the job's needs. For example, if a role requires a lot of work with data, a Precise communicator could be a great fit, or if the role requires a lot of networking and face time with people, an Outgoing applicant will naturally excel.
DISC adds to what you learn from interviews. It gives a fuller picture of who's right for the job.
Can DISC Be Used for Hiring?
It depends on how it's used. Not all assessment providers are created equal; neither are all DISC assessments.
At TTI, our hiring assessments are designed in accordance with federal employment laws and EEOC guidelines to ensure fairness, equity, and legal compliance. We provide our partners with guidance and training on the proper, fair, and legal use. We adhere to disparate treatment and disparate impact principles to prevent intentional and unintentional discrimination based on protected characteristics such as race, gender, age, or disability.
Learn more about compliance at TTI and assessment use in hiring here.
Advantages of Using DISC in Hiring
- Behavioral Insight: DISC assessments give a deep look into a candidate's natural and adapted behavioral profile. This helps match a candidate's behavior with a job.
- Enhanced Team Dynamics: Using DISC in hiring helps teams work better together by helping you understand fit within a team and a role. You can use DISC to find the right person to create compatible coworking teams.
- Streamlined Selection Process: When used properly, DISC can save time in the hiring process by helping you find the right candidate faster.
Conclusion
Using DISC for hiring can help you understand an applicant's behavior. It gives insights that go beyond what a resume shows. This way, you can find candidates who fit well with your company's culture.
This can lead to happier employees and lower turnover rates. DISC hiring best practices suggest using these insights alongside other methods, rather than relying solely on the assessment to find the right candidate and ensure a fair hiring process.
By combining DISC insights with cognitive tests and interviews, employers can make better choices. This approach helps create a better work environment for everyone.
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