It is the disc test which is among the most well-known personality tests employed by organizations of all sizes, and in every industry around the globe to a point. Well, it provides objective information which allows you to identify certain commonalities that are present in your best or worst performers.
The information that the DISC assessment gives to take some of the uncertainty from hiring. Although we do not suggest using it solely for screening purposes prior to hiring because it isn't a way to assess a specific talent or aptitude in relation to a specific task, that the incorporation to the DISC profile to the hiring and management process has exciting potential for improvement in performance. So, let us have a look at how this psychometric assessment functions and helps organisations.
How the DISC Functions?
In its most basic design the DISC assessment is built around two the axes. The vertical axis is a reflection of the individual's outward expression or activities. Fast-paced people typically be more confident and outgoing while someone who is more moderately-paced will be more thoughtful and cautious. Horizontal axis of disc personality is a spectrum from skepticism to acceptance, with suspicion indicating more cynicism while acceptance signalling more trust in other people. Together, these two axes show the general traits of four types of behaviour: Dominance Influence, Steadiness.
What are the DISC Uncovers?
Dominance
The people who exhibit a behaviour pattern that is most affected by the Dominance factor
Are highly-motivated and sceptical of people and events within their surroundings.
Resolve new problems quickly and confidently
Use a proactive and clear method to achieve outcomes
Because they are driven by challenges and action. They can quickly become frustrated and need regular opportunities to tackle crucial issues. When they meet or participate in discussions they must be aware of what is expected and should concentrate on solutions instead of problems. Disc personality tests allow to figure out if their Dominance is becoming problematic, they have be instilled to take a step back and consider new issues carefully before taking action. If they don't, they will make decisions too quickly and create issues for your company or your team.
Influence
Employees whose behavior can be most affected by the influence factors include:
Fast-paced
Acceptance of the individuals and the situations that are within their surroundings
Interactive, conversational and friendly
Affirmative and socially savvy
Since Influencers are driven by recognition, but worried about the loss of influence on the social scene. A professional should give the appropriate public acknowledgement and allow for time to ask inquiries, and make sure not to burden them with too many information. This is how a psychometric assessment can help you get the information from the start.
Steadiness
The employees you have who display the most consistent aspect are moderately-paced and tolerant of their surroundings and the their surroundings. Therefore, they would prefer a controlled and predictable work environment that allows them to remain in the same place or position for longer than others with similar behaviour patterns. Using the Disc personality tests you get to know they are motivated by cooperation and honesty but are slowed due to indecision and anxiety about the loss of stability.
Other team members can assist steady employees with:
Being friendly and personable
It is important to take time to explain the instructions
Informing them of what they are expected to do
If an employee's stamina is too high, help them to appreciate the benefits to be gained from freedom of expression and the flexibility to switch tasks in an open, fluid informal work environment. This will assist them to deal with any instability they may face.
Conclusion
You may have noticed as well, the DISC theory could easily explain the reasons why candidates with high levels of Influence and friendliness, enthusiasm, or Self-Confidence, will generally be the most attractive candidates during the interview