As experienced recruiters, the CIRCLE Recruitment & HR team has a variety of tools readily available to assist our clients with their recruitment and sourcing needs. One such tool is DISC Profiling. The DISC psychometric testing system has been validated over the years with research, is highly accurate and user friendly for businesses.
As with all aspects of the recruitment process, psychometric testing is only one aspect. It should not be relied upon solely to make decisions. A good recruitment system will look at a variety of data inputs including interviewing, referencing, skills testing, various contact points and psychometric testing. All the data from these inputs is then collated to develop a strong understanding of the candidate and their suitability to the role in question.
Skills testing can be invaluable in terms of assessing candidate skills in specific software such as MS office or in specific processes such as medical terminology or typing, but DISC gives a greater understanding of the whole person and just where their personality traits may lie.
DISC is an acronym for the four principal facets of behaviour – D for Dominance; I for Influence; S for Steadiness and C for Conscientiousness.
The results of a DISC profile assists individuals to understand themselves and businesses to understand their workers.
- Dominant type personalities emphasise shaping the environment by overcoming opposition to accomplish results.
- Influencers attempt to shape the environment by influencing or persuading others.
- Steady personality types place emphasis on cooperating with others within existing circumstances to carry out the task.
- Conscientious personality types work conscientiously within existing circumstances to ensure quality and accuracy.
To understand DISC result, you firstly need to comprehend two basic behavioural dimensions – The need for connection and the need for control. There are no good or bad DISC profiles; there is no right or wrong personality type. It is all about understanding your own personality type or that of your workers and colleagues.
Your own DISC personality style is your natural personality style and your default.
Knowing what your default is, gives a greater understanding to how and when you need to deviate from your default to get results. Even though everyone has their own default, humans are amazing machines in that we are able to deviate and exhibit other behaviours when we wish. Furthermore, we can be a mix of behavioural facets.
As a manager in a business, the more you understand the DISC model, the more that you will be able to identify other personality styles and become a better reader of people. You will begin to notice specific tendencies in your worker’s manners, tone, body language and verbal content. This can have far-reaching effects including better team management, better client awareness and better self-management.
CIRCLE Recruitment & HR are the recruitment experts who will be able to advise you on the use of DISC profiling and how it will assist your recruitment processes. Talk to us today to start managing your people better.
Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.