Diverse stakeholders contribute significantly to the success of businesses. And among them is one stakeholder who is accountable for all of the responsibilities and activities that go into running a firm, from obtaining information to establishing the organizational strategy.
This internal stakeholder is the workforce, or employees, who undertake numerous tasks regularly, ensuring the smooth and convenient functioning of the firm.
Because employees are crucial to your company’s success, paying close attention to who becomes a part of your internal stakeholders is crucial. When finding qualified people for a job, a DISC assessment is one of the most effective methods. To get an overview, a DISC personality assessment is a process for determining which behaviors motivate you to act and make decisions better to manage relationships, partnerships, and interactions with people.
Read along to understand the nuances of a DISC profile assessment and get a step closer to revolutionizing your recruitment process.
Unlocking Workforce’s Potential Through DISC Personality Tests
The acronym DISC stands for Dominance, Influence, Steadiness, and Conscientiousness. Each represents a distinct behavioral style. Although the DISC behavioral style assessment findings often reveal a blend of behaviors, such as Di or SC, each style is linked to the four basic inherent human behaviors.
It comprises scientifically prepared questions that accurately characterize a person’s skills, limits, and preferred work environment. There are numerous advantages to understanding your DISC personality type. Consider using a DISC assessment in your hiring process to encourage teamwork, resolve conflicts, and boost employee engagement.
DISC Personality Axes
There are four DISC personality axes, namely:
DISC Axis D
People who are extroverts, outgoing, and task-oriented have a high “D” score. By nature, they are direct, decisive, determined, and demanding. These DISC types are self-assured, self-motivated, and not afraid to take risks. They choose to focus on the big picture rather than the specifics. People with a high “D” are frequently found in leadership roles.
However, they have a shadow side. When the Dominant trait is overdeveloped, or when persons with a high D score are under pressure, they might lose patience and become harsh to the point of insensitivity, imposing judgments without first forming a consensus and utilizing their authority rather than persuasion.
DISC Axis I
People with a high “I” score are outgoing and social. Motivating, compelling, engaging, impressive, and involved are common characteristics. In addition, they enjoy interacting with others. Leaders with a high “I” energize their followers and are frequently well-liked due to their social skills and charm.
However, when the influencing feature is overdeveloped, especially under stress, they can become disorganized by focusing too much on others and overlooking details and duties. In addition, with a solid need to be accepted and liked by others, they are afraid of social rejections and react to pressure with verbal attacks.
DISC Axis S
Quiet, introverted, and people-oriented are attributes of people with a high “S” score. They are usually calm, relaxed, and composed people. They appreciate supporting others, working together, and maintaining order. People in leadership positions with a high ‘S’ score work hard to maintain harmony and balance.
What is the downside? When the Steadiness feature is overdeveloped, they tend to avoid conflict to keep their relationships intact. They are often the last to speak up or draw attention, making them easy to miss. They may be hampered by their indecisiveness and willingness to compromise. Change, loss of stability, and upsetting others are among the fears they may have.
DISC Axis C
A high “C” score indicates that the person is quiet, introverted, and task-oriented. They are analytical, thorough, deliberate, cautious, calculated, capable, and reflective. Leaders with a high “C” want everyone to follow their rules and make sure everything goes well.
When the Conscientious trait is overdeveloped, people may become misleading, changing the subject to avoid conflict. They dislike fast-paced pressure and, as a result of the ambiguity and confusion, are prone to respond by slowing down even more. Overanalyzing, isolating themselves, and dreading criticism can all limit them.
Most people tend to have a combination of high and low types together. i.e. there would be a high D and low I at the same time or even two high axes at the same time. Some people have 3 high axes and on low axes. Any DISC tool that can identify such nuanced personality types would add immense value in the hiring process. Learning about such personality styles is very important to build an organization that is effective and productive.
The Way Forward
It is essential to employ suitable means of recruitment for hiring employees, especially when the costs of the flawed hiring process are considerably high. To recruit suitable candidates, it might be time to consider the benefits of gamified DISC assessments. After you’ve figured out how each DISC personality type acts and why DISC profile tests are essential for your company, you should look at Discover Assessments‘ selection of tests.
Discover is the world’ only gamified DISC assessment. Armed with our assessment reports, you can observe behavioral traits among candidates and customize hiring drives to evaluate them thoroughly. Furthermore, the results of our DISC test can assist you in discerning between a star worker and a mismatch for your company. Contact us to use DISC Assessment Methods for Recruiting in Your Company and take your business to greater heights.
DISC assessment – FAQs
Disc assessment takes 10 to 15 minutes to complete
The 4 disc personality types are Dominance, Influence, Steadiness, and Compliance
A DiSC profile tells you the preferred behavioral style of an individual especially towards people and task orientation
DiSC assessment is conducted online and involves choosing words that match your personality
A disc personality test is a psychological assessment of an individual’s behavioral patterns