HR tools

The abbreviation DISC is frequently used to refer to the four personality traits that aid in defining personality types when discussing personality features. These character traits can give employers valuable information about a candidate to help predict future professional success or business disruption.

The history of personality type theory development is extensive. Understanding a person’s personality has long been a source of interest for many in psychology and social sciences, whether from the writings of Sigmund Freud, Carl Jung, or others.

“An enterprise is only as good as its workforce.”

This old saying still holds in our ever-changing work culture, and business landscape, where finding an employee with appropriate skills for the job role has become vital to corporate success. Businesses have used several tools over the last few decades to find the people they believe are suitable for the job, with varying degrees of success.

You initiate a business with utmost attention to detail. From conducting thorough market research and competitive analysis to strategizing every step of the process, you formulate well-thought-of plans to run your business. However, you emphasize the processes and not the people, which leads to lower productivity and eventually a not-so-successful business. 

Businesspeople plan their company’s growth trajectory well before its actual launch. As the firm reaches the growth stage, new agreements, major projects, and massive expansion plans are on the table. Your hiring team spends time studying the needs of all departments. They recognize the corporation’s requirement for hundreds of new personnel to meet this growing demand.

The hiring process is one of the most interesting and multifaceted procedures for recruiters worldwide. Picking the top candidates from a large talent pool is a major challenge, but it is what adds the thrill to the entire process. Moreover, the value that top talents add to the organization’s success and profitability makes the painstaking task worth the effort.

Jobs are becoming more skill-based and less redundant as the recruitment process becomes more automated. Moreover, recruiters have the challenge of hiring exceptional candidates on record budgets due to increased competition among organizations to hire the finest staff while retaining profitability. 

Occupational psychologists across the globe have one common term among their favorites: EMOTIONAL INTELLIGENCE, a term originally coined in 1990 that has since gained exceptional popularity in business and recruitment.

The world you live in is hyper-dynamic. From political status to financial market conditions, change is a constant, and the world of recruitment is no exception. With ever-evolving business systems, recruitment strategies adopted by organizations must also evolve to be fail-proof, allowing them to thrive in the severe competition.

You only take a couple of seconds to assess an individual. But, have you ever wondered how challenging it is to determine their abilities and competencies just by an initial impression? When hiring new employees, a glance at their resumes isn’t nearly enough time to eradicate subconscious bias and establish if someone is the proper match for the job.