Organizations across the globe work with different objectives, offer different products and services, function in varying domains, sectors, and industries. However, something that remains constant is the PEOPLE.While there may be similarities among people, every individual demonstrates unique traits and behavioral attributes, creating unique personalities within the organization.

Personalities and behaviors become critical aspects for HR managers and recruiters as they determine the organization’s culture. When an organization’s hiring process fails to evaluate a candidate’s characteristic traits, there are high chances that the overall performance faces the consequences. This is where candidate assessments solutions like personality assessments, DISC profile assessment, and behavioral assessments come to the rescue. 

Before learning about these tools and their role in hiring and recruiting the right talent, it is of utmost significance for recruiters to understand what personality and behavior signify and how they differ from each other. 

How is personality defined?

Personality refers to different distinctions in characteristic patterns of thinking, feeling, and behaving, implying that your uniqueness and differences from others are what you call your personality. Standardized measures used in psychometrics and personality assessments that are integrally connected include personality profiles, reasoning tests, and competency evaluations. Personality tests may not accurately reflect a person’s true personality, but they aim to determine a candidate’s personality by asking them questions about their feelings, thoughts, and behaviors.

Recruiters employ personality assessments to assess a candidate’s personality traits to better under what they are and how they think, feel and behave. 

How is behavior defined?

Your general behavior is what is observable to the outer world in you. They determine your preferred method of doing things and evaluate how you react when you are in the most comfortable state. One notable fact is that your behavior or natural reaction to a particular situation is something that you have some control over. This is more because such natural acts or behaviors require the least energy and are the least stressful. 

Recruiters employ behavior assessments to assess a candidate’s actions in varying situations to better understand what and how they do.

How does personality differ from behavior?

At times, distinguishing between personality and behavior might be difficult. However, the two terms should not be confused. Personality describes who you are, whereas behavior describes how you react in a given situation. People frequently come to the conclusion that personality is a characteristic that describes how people behave. As a result, most companies are seen administering personality tests during interviews. They should, however, examine the candidates’ actions in a real-life office setting because candidates will have to interact and work with other employees on the office premises.

A person’s personality begins to form from a young age, though his behavior is influenced by his principles and decided by his emotions in a given setting. While a person’s mind, energies, and consistency define the former, the latter is determined by what they exhibit externally. On the one hand, personality is innate, while on the other hand, behavior is created by the individual.

How do DISC assessments assist in evaluating candidates?

The DISC profile assessments can help you better understand candidates’ natural behavioral types so you can modify them to improve their interactions. Of course, change isn’t always easy, but after you’ve established their natural inclinations, you’ll have enough information to make the required adjustments. A DISC assessment can help you better understand their behavioral strengths, how they react under duress, how they prefer to communicate, and more.


Your career and personal success are determined by your ability to communicate effectively with others. These encounters may be simple. They can, however, be unpleasant, time-consuming, and produce less-than-desirable results. And this makes it critical to evaluate candidates’ personalities and behaviors. 

Discover Assessments’ gamut of assessments, including the world’s only gamified DISC assessment, cultural assessment, emotional intelligence assessment and more, create a one-of-a-kind map of your natural behavioral traits. They predict how you prefer to do things in different situations. As a result, you may generate and keep greater outcomes because of your increased self-awareness and knowledge of the individual you’re working with.

Incorporate our one-of-a-kind gamified DISC profile assessment into your hiring process today and take your recruitment drive to newer heights.

Related Article : Why DISC Focuses on Behaviors Versus Personality?