How to Use DiSC Assessment for Effective Recruitment Strategies

Recruiting the right candidate is a critical challenge for many organisations. Traditional methods often fall short of identifying the best fit for a role. With only about 2% of applicants who apply via a job board being selected for an interview, compared to 33% when applying through a recruiter, being able to get the right person can be a difficult process.

This is where the Everything DiSC® system can be transformative. Everything DiSC® offers a comprehensive understanding of personality traits, making it a powerful tool for recruitment. The average interview process takes about 27.5 days to complete, so gaining more insight into candidates is key.

With MyTrainingShop’s expertise in DiSC® training, companies can leverage these insights to enhance their hiring processes. The DISC  interview method provides a structured approach to evaluating candidates, ensuring a better fit for team dynamics and job roles. If in doubt, check out our success stories that followed this model.

To be clear:

DiSC acts as a non-judgmental assessment tool and all individual reports should be viewed as such.

Understanding Everything DiSC® in Recruitment

Everything DiSC® categorises personalities into four primary styles, or personality colours: Dominance, Influence, Steadiness, and Conscientiousness. Each style brings unique strengths and potential challenges in a work environment.

• Dominance (Green): Focuses on results, confidence, and taking charge.
• Influence (Red): Emphasises relationships, persuasion, and enthusiasm.
• Steadiness (Blue): Values support, sincerity, and dependability.
• Conscientiousness (Yellow): Prioritises quality, accuracy, and analytical thinking.

Every person is a blend of all styles

Understanding these styles allows recruiters to better match candidates to roles that suit their natural tendencies. For instance, a candidate with a high Dominance score might excel in leadership roles where decisive action is required. Conversely, a candidate with a high Steadiness score might thrive in supportive roles that require patience and reliability.

Using My Own DiSC Awareness in Interviews

Being aware of my own DiSC style was incredibly helpful during recruiting processes. As someone with an S style (welcoming and an active listener), I was well-suited to most interview situations, as candidates tend to feel anxious regardless of their style. However, I always made sure to be mindful of the candidate’s specific style, adjusting my approach to mirror theirs. This helped bring out their true personality. I’d also ask them how they would approach or manage a particular project or scenario, allowing me to gauge their self-awareness in line with their DiSC profile. The key is to be fully transparent about their profile throughout the process.

 

Here at My Training Shop we offer comprehensive DiSC® training to help organisations integrate these insights into their recruitment processes. This training includes detailed explanations of each DiSC® style and practical advice on how to use this information to improve hiring outcomes. There are many different DiSC® Assessment UK Report Types to be aware of that we have more details about on our site.

The DiSC® Interview Method

The DiSC interview method involves using DiSC assessments to guide interview questions and evaluate candidate responses. This method allows recruiters to assess not only technical skills but also how well a candidate’s personality fits the team and organisational culture.

However, it is important to note that DiSC assessments should NOT  be used as an initial screening tool. Instead, they are best applied during the second interview, acceptance, or/and onboarding stages.

Benefits of Using the DiSC® Interview Method

• Improved Candidate Evaluation: By understanding a candidate’s DiSC profile, recruiters can tailor their questions to uncover deeper insights into their behaviour and compatibility with the team.
• Enhanced Team Fit: The method helps ensure that new hires complement existing team dynamics, leading to a more harmonious and productive work environment.
• Predictive Insights: DiSC assessments can predict how a candidate might behave in various situations, helping to avoid potential conflicts and mismatches.

A company that implements the DiSC interview method could see a significant improvement in employee retention and job satisfaction. The average staff turnover rate in the UK is reported to be 35% according to Stribe, with 26.9% of employees moving to another employer and 8% leaving for other reasons such as study or retirement. By using DiSC assessments, they were able to identify candidates who not only had the required skills but also fit well with the company culture and team dynamics.

Building Stronger Workplace Relationships

Everything DiSC promotes self-awareness and understanding of others' behavioural styles, which is crucial for building effective and productive workplace relationships. This common understanding can improve communication, reduce conflicts, and enhance overall team dynamics 

Implementing DiSC® in Your Recruitment Process

How to Conduct Interviews That Are Effective with DiSC

The tool aids in structuring interviews by providing insights into candidates' behavioural tendencies. This allows interviewers to ask more targeted questions and better understand how a candidate's personality might fit within the team and organisational culture

By providing insights into a candidate's behavioural habits, DiSC technology can help facilitate the interview process. Making it easier for interviewers to focus their screening and get a better idea of how the candidate's personality might fit in with the team and the overall culture of the organisation.

To effectively incorporate DiSC assessments into your hiring process, follow these steps:

 

1. Administer DiSC Assessments: Have candidates complete DiSC assessments early in the recruitment process, usually after the initial screening process. This can be done through an online platform.
2. Interpret Results: Use the results to understand each candidate’s strengths and potential challenges. This information should be reviewed by DISC-trained personnel to ensure accurate interpretation.
3. Tailor Interview Questions: Develop interview questions that align with the candidate’s DiSC profile. For example, for a candidate with high Influence, questions might focus on their ability to build relationships and persuade others. On the flip side, you may need to drill deeper into how this style focuses on accuracy.
4. Evaluate Fit: Assess how well the candidate’s profile matches the job role and team dynamics. This involves looking at both the individual’s profile and the needs of the team and organisation. Importantly there may be a balance of behavioural types that needs addressing.   The Importance of Diversity in Team Dynamics For instance, if you have a team made up of individuals with similar personality types, it may not be ideal. Teams tend to perform best when there is a diversity of styles, as this brings different perspectives and strengths to the table.
5. Onboarding and Integration:  Everything DiSC supports a more seamless onboarding experience for successful candidates by helping them gain insight into their own personal styles. This awareness can allow new employees to understand better how to integrate into the organisational culture effectively. Additionally, assisting managers to tailor their roles to make the most of their strengths.

Limitations and Considerations

DiSC should not be used as a Standalone Screening Tool
While Everything DiSC provides valuable insights into candidates' personalities, it should not be used as the sole or first-line criterion for candidate screening.
Importantly DISC does not measure specific skills, aptitudes, or other factors that are considered necessary for job performance. Learn more about behavioural Profiling.

Not a Predictor of Job Performance
Everything DiSC is not designed to predict job performance. It is a tool for understanding behavioural styles and preferences, which can complement other assessment methods in the recruitment process.

Ethical Use and Non-Discrimination
Employers must ensure that Everything DiSC is used ethically. DiSC is not used to label or discriminate against candidates on any basis, the opposite should be true. It is important to use the tool as part of a holistic recruitment strategy that considers multiple aspects of a candidate's suitability for a role. Remember that everyone is a blend of all styles

MyTrainingShop offers services to help organisations implement DiSC in their recruitment process, providing training and support for interpreting and utilising DiSC results effectively.

Matching DiSC Profiles to Job Roles

Different job roles can be attractive to different personality traits, and DiSC assessments accompanied by effective probing can help identify the best fit for each role.

Examples of Ideal DiSC Profiles for Common Roles:

• Sales Roles: Candidates with high Influence (Red) and Dominance (Green) are often ideal, as they are persuasive, confident, and results-oriented.
• Administrative Roles: Steadiness (Blue) and Conscientiousness (Yellow) are beneficial, as these candidates are reliable, detail-oriented, and supportive.
• Leadership Roles: A balance of Dominance and Influence, with an understanding of Steadiness and Conscientiousness, is crucial for effective leadership.

Avoiding Stereotypes in Personality Types and Roles

While certain personality types often gravitate towards specific roles, it’s important not to fall into the trap of stereotyping.

For example, the accountant for My Training Shop has a strong i style (sociable and influential), even though roles like accounting typically attract C styles (detail-oriented). He is both highly sociable and meticulous in his work. Similarly, as someone with an S style, I’ve thrived in leadership and sales roles, although my approach differs from someone who could be considered more aligned.

 

Using DiSC profiles, recruiters can ensure a balanced and diverse team, enhancing overall performance and job satisfaction.

The Future of DiSC in Recruitment

The integration of DiSC with AI and other technologies is an emerging trend in recruitment. These advancements can enhance the accuracy and efficiency of personality assessments. MyTrainingShop is committed to staying at the forefront of these developments, continually updating our offerings to incorporate the latest innovations in DiSC assessments.

AI can analyse DiSC data more quickly and accurately than traditional methods, offering predictive analytics that can forecast a candidate’s success in a role. Combining DiSC assessments with AI can streamline the recruitment process, making it more efficient and effective.

In the UK, the adoption of artificial intelligence (AI) by businesses is gaining traction, although it remains limited to a minority of companies. According to a report by the Department for Digital, Culture, Media & Sport (DCMS), approximately 15% of all businesses have adopted at least one AI technology, translating to about 432,000 companies. Furthermore, around 2% of businesses are currently piloting AI, and 10% plan to adopt at least one AI technology in the future, equating to 62,000 and 292,000 businesses, respectively

Utilising Everything DiSC® in the recruitment process offers numerous benefits, from improved candidate evaluation to enhanced team dynamics. Implementing the DiSC interview method can transform your hiring practices, ensuring better job fit and satisfaction. Explore MyTrainingShop’s DiSC training and consultation services to enhance your recruitment strategy today. Contact us today to get started.

DiSC®  Online Catalyst™

DiSC on Catalyst is ideal for continuous people development, offering easy access compared to traditional DiSC reports that can end up forgotten in a drawer. With this platform, users can quickly view comparisons with colleagues or entire teams, access conversation starters, identify potential areas of friction, and find strategies to address them—all at their fingertips.

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 © Sian

FAQs

While we have some common DiSC profiling FAQs on our site, we thought it best to explore some of them below, which are related to our post.

Q What exactly is the DiSC interview method?

A The DiSC interview method involves using DiSC assessments to guide and structure interview questions, helping to evaluate candidates’ personalities and fit for the role. In favour of the well-used generic questions which the candidates have often rehearsed robotic answers for.

Q - How can MyTrainingShop help me implement DiSC in my recruitment process?

A - MyTrainingShop offers consultation, resources and ultimately DiSC certification to help organisations integrate DiSC assessments into their hiring processes effectively.

Q - Is it legal to use DiSC assessments in hiring decisions?

A - Yes, but it’s essential to follow legal guidelines and best practices to ensure fairness and compliance.

Q - How does DiSC compare to other personality tests used in recruitment?

A - DiSC offers a specific focus on workplace behaviour and team dynamics, making it particularly useful for recruitment and organisational development.

Q - Can DiSC profiles change over time, and how does this affect recruitment decisions?

A - DiSC profiles can sometimes shift slightly with personal experience, so it’s important to use them as one of several tools in the recruitment process.