We are all capable of short-term transformations that project a “perfect self” by responding to the expectation cues that an interviewer desires, and savvy candidates can deliver on these expectations – at least during the interview.
When HR professionals try to interview a potential employee, they frequently get timid, carefully worded responses that offer very little insight. Because a DiSC behavioral assessment is a validated, affordable tool that offers objective data, many organizations utilize it. Although a candidate’s behavior can be accurately viewed through a DiSC profile, is that sufficient?
Consider a job in terms of two large categories: the “What of the Job” and the “How of the Job.” ”.
The “What of the Job” is the deliverable. All of these deliverables are part of the “What” that a candidate is accountable for once they are hired. To comprehend this bucket, ask yourself, “What results do you pay an employee to deliver for the organization?” Is the position’s top priority to boost sales? enhance your organization’s culture? develop innovative products to outperform your competition?
The method used to complete the “What” is known as the “How of the Job.” How does a person behave when working with coworkers, as a team leader, or as a manager? Is she cooperative or directive? Does he take decisive action right away or carefully consider all of the options before doing so? Does she make forty calls an hour but fail to make them friendly?
While both aspects of the job are crucial, using DiSC to hire limits you to evaluating a candidate’s “How” because it only evaluates behavior. Maybe it’s better to evaluate the most basic need first: Can this candidate perform the job competently? If someone doesn’t have the cognitive skills necessary to perform their role, it won’t matter how they behave.
For instance, a candidate with a DiSC report who is applying for a customer service position has an “i” behavioral style. This may indicate that she is expressive and at ease in speaking roles. In this case, DiSC provides you with information on “How” a candidate with this style might approach the job. This applicant takes pleasure in conversing with and forming relationships with customers.
You need to know if a candidate possesses the cognitive abilities and interests necessary to successfully complete daily tasks in order to comprehend the “What of the Job” bucket. These crucial cognitive abilities and interests are not measured in a DiSC assessment, but they can be crucial in identifying the best candidate for the job.
- Why did you want to work as a DJ? …
- What skills do you think DJs need to be successful? …
- How do you stay up to date with the latest music trends? …
- What techniques do you use to engage listeners? …
- What would you say is the most rewarding part of being a DJ?
How To Use the DISC Assessment In Your Interview Process
What is a DiSC profile, and how can learning about oneself, one’s behaviors, and one’s relationships with others be accomplished by taking the DiSC assessment? The DiSC assessment is a potent tool that can help you understand your inspirations, hang-ups, influences, and motivations when interacting with people in both personal and professional settings. DiSC is a tool for behavioral and personality assessment that was developed from William Moulton Marston, a renowned psychologist, and his DiSC psychology theory. Before publishing his findings in his 1928 book, Emotions of Normal People, William Moulton Marston conducted research on human emotions and classified them into four groups: Dominance (D), Inducement (I), Submission (S), and Compliance (C). The DiSC profile has since undergone major revision. The four categories of modern DiSC profiles are Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). You must answer a series of DiSC assessment questions in order to receive a DiSC profile evaluation. You are encouraged to be open and honest in your responses when taking the DiSC tests, which ask you questions about yourself. Your DiSC assessment is produced by responding to these DiSC profile questions. Your behavioral tendencies will be shown in the assessment across four dimensions and the four main DiSC personality traits. Uses for DiSC Profile results: DiSC profile questions that reveal your DiSC profile results can have a wide range of effective uses in both personal and professional settings. The DiSC assessment’s fundamental goal is to increase self-awareness because doing so can make you more adaptable, improve your relationships with others, and lessen personal conflict. This enables both professional and personal growth as you learn to fully utilize your leadership skills, abilities, and potential. A DiSC assessment is most effective when it aids you in unlocking your latent potential. Learn more about the most popular DiSC Profiles!.
Carol Mettenbrink’s passion for people and analytics, along with her four decades of business experience working with a wide range of organizations in various industries, give her a unique perspective in her position as a Solutions Consultant at TTI Success Insights. As a Value Added Associate, she has been certified in TTI SI’s products and has used them in corporate America for more than ten years. As a member of the TTI SI team, Carol is assisting other VAAs in elevating their performance by sharing her knowledge and experience.
5 Key Considerations You Should Make if You Use DiSC for Hiring:
Many businesses use DiSC to select and hire candidates for job interviews. If your company is committed to using DiSC during the hiring process, take into account these 5 suggestions to improve your selection procedure:
Interested in Exploring Other Hiring Assessments?
We advise investigating PXT SelectTM if you are currently using DiSC as a component of your hiring process but are seeking a more powerful tool to assist you in lowering turnover rates and increasing productivity.
PXT Select is specifically designed and validated to give you the unbiased information you need to support important hiring decisions. Similar to DiSC, this assessment evaluates behavior in addition to a candidate’s interests and cognitive abilities. Results are compared to a model that has been thoroughly researched and proven effective for the particular role for which you are hiring. You can alter performance models from a library or even create your own with the help of managers or data from current workers. PXT Select also offers specially crafted interview questions to assist you in getting the details you require from a candidate.
If you’re curious about PXT Select, view a sample report and give us a call to find out more about how this tool can help you enhance your hiring procedure.
PXT Select uses a single assessment and provides free access to all reports connected to the assessment. Below are samples the most utilized reports. To view all the reports that come with PXT Select, click here.
Comprehensive Selection Report: This insightful report gives you a significant advantage during the screening and hiring process, enabling you to make wiser hiring decisions with confidence. Discover a candidate’s general suitability for a position and learn more with specialized interview questions
Multiple Candidates Report– Make hiring decisions with ease. Compare multiple candidates for a single position.
This report gives you the coaching advice you’ve always wanted, specifically tailored for each employee.
FAQ
What are the 4 DiSC personality types?
The four main styles in the DiSC model are D, i, S, and C. The letters D, i, S, and C stand for Dominance, Influence, Steadiness, and Conscientiousness, respectively. Each style is present in varying degrees in everyone, but most people tend to fall into one or two primary DiSC style quadrants.
What do employers look for in a DiSC assessment?
DiSC assessments analyze a person’s behavior in relation to the four DiSC dynamics (dominance, influence, steadiness, and conscientiousness) to determine how they typically behave in a particular setting, such as the workplace.
What are the DiSC questions?
- D-Styles ask the “What” questions. D-styles are direct, goal focused, quick, and decisive.
- I-styles ask the “Who” questions. …
- S-styles ask the “How” questions. …
- C-styles ask the “Why” questions.
What are the most revealing interview questions?
- What do you think “doing a great job” means?
- When would it be acceptable to not meet a commitment?
- What was your most difficult customer situation, and how did you handle it?
- How do you handle missing work-related deadlines?
