As a recruiter, you must have been in situations where you sit face-to-face with candidates who come prepared with well-scripted answers. They look poised and professional, but is that who they really are?

It is not difficult for a candidate to undergo a short-term transformation and project themselves in ways a recruiter would appreciate. Smart candidates can deliver on an interviewer’s expectations by responding to the cues, at least during the interview. However, when HR professionals try to screen an applicant, they are frequently faced with cautious, carefully constructed responses that disclose very little information. And this can lead to biased hiring only based on first impression. Such candidates may or may not be the right fit for the job role or the overall organizational culture.

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This is where DISC assessments come into play. They can help you find the right talent for the organization and enable your employees to collaborate and work together while pushing your organization toward new heights. Regardless of the industry you operate in, a DISC profile assessment can help you improve training, corporate culture, productivity, morale, and much more.

What is a DISC Personality Test?

The DISC profile test is used to determine a person’s behavioral style. Candidates’ responses to rules, the environment, other people, issues, and difficulties are measured through a DISC test. The assessment’s purpose is to figure out which behavioral, or personality qualities inspire individuals so that workplace communication styles can be matched to the motivators for the best fit. 

DISC personality types are of four distinct styles.

  • D – Dominance (doers) are direct, quick, and assertive.
  • I – Influence are enthusiastic, energetic, and enthusiastic.
  • S – Stability (Supporters) are modest, passive, and accommodating.
  • C – Consciousness (considered) are analytical and logical.

Every individual candidate is a mix of all four DISC personality styles. The DISC profile is a method for improving workplace understanding and communication. It enables workers to adjust their behavior to meet the personalities of those on their team, resulting in increased production and profit.

What makes DISC Assessment Useful for Recruiters?

While other personality tests are available, many recruiters across the globe believe that DISC assessment is the greatest option for businesses. 

To understand why conducting DISC assessment is a smart hiring choice, consider this:

Dominant workers prefer direct communication rather than chit-chat. They would rather be involved in the decision-making process. On the other hand, influencers prefer to mingle and network before engaging in serious discussions. If there is no small conversation, they may feel rushed and ignored. Employees that have been with the company for a long time require a little warm-up before discussing significant issues, and they enjoy discussing substantial changes. Above all, these workers want to know that their jobs are secure and that their coworkers are treated decently. Before moving forward with confidence, compliant employees want to examine all facts and numbers. These are not among those with whom you want to have a casual conversation about future adjustments. They want details to be followed through, especially because they are your cooperative people.

  • Having such information can not only help you delegate tasks to an individual but also tell you how to deal with them without giving rise to any conflicts. But you can only know which DISC personality type a candidate has if you had conducted the assessment during the hiring process.
  • The DISC personality test focuses on how people process information internally, whereas any other test, say the Myers-Briggs personality test focuses on interpersonal communications. As a result, DISC is a more useful tool in the workplace as it is unique, precise, adaptable, and intuitive.
  • Once you’ve mastered DISC, you’ll be able to recognize the behavioral styles at work and identify mixes and variations. You may even guess someone’s DISC style by watching how they act in interviews, reading their emails, or looking at the final product of a project.
  • To work effectively, employees and managers must make quick decisions on projects, personnel, and deliverables. Although judgments may be unavoidable, they can also engender mistrust. Because it gives colleagues a window into how behavioral types influence an employee’s decision-making, the DISC test provides a level of subtlety for decision-making that opens up understanding.
  • DISC assessments are a low-cost technique to understand your workplace’s interpersonal dynamics better. As a result, these assessments appeal to organizations that want to change but can’t afford to hire a consultant or arrange a multi-day staff retreat.

Consider implementing DISC assessments in your hiring process to have the ripple effect of positive changes throughout the organization. With our range of psychometric test solutions based on the principles of DISC theory, you can not only recognize the right talent but also witness seamless collaboration, efficient productivity, conducive workplace culture, and accelerated growth journey. To know more about our gamified assessments, contact us today!

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