How DISC Personality Test Helps in Hiring the Right Fit

DISC is a test designed to identify and categorize a person's character into four categories: Dominance, Influence, Steadiness, and Compliance.

Similar to Jung's personality test and the Big Five Personality traits, the DISC test is conducted through a series of questions that must be answered quickly and spontaneously.

This test was first developed in the 1920s by William Moulton Marston, a psychologist from Harvard University.

To this day, the DISC personality test is widely used to understand individual traits, including in employee recruitment processes.

What are its benefits? By understanding a candidate's characteristics, you can assign them to roles that best suit their strengths.

Each DISC personality type has its own strengths and weaknesses, which can be mapped to align with the types of jobs in your company.

DISC Personality Types

Dominance (D)

Individuals with a high Dominance (D) style are the go-getters of the workplace. They are often described as assertive, results-oriented, and fiercely independent.

These are the people who thrive on challenges and are not afraid to take risks.

Key traits of high D individuals include:

A focus on achieving results quickly
Confidence in their abilities and decisions
A tendency to see the big picture rather than getting bogged down in details
A competitive nature that drives them to succeed

In a work setting, high D individuals often excel in leadership roles where quick decision-making and a results-driven approach are valued. They are the ones who will push a team to meet deadlines and overcome obstacles.

However, their direct communication style and impatience with slower-paced individuals can sometimes create tension.

When recruiting for roles that require strong leadership, initiative, and the ability to drive results, candidates with a high D profile might be particularly well-suited.

They are likely to thrive in high-pressure environments and roles that offer significant autonomy and decision-making power.

Influence (I)

Those with a high Influence (I) style are the social butterflies of the DISC world. They are typically outgoing, persuasive, and brimming with enthusiasm.

These individuals have a natural ability to connect with others and are often the life of the office party.

Key characteristics of high I individuals include:

Strong communication skills and a love for social interaction
An optimistic outlook and ability to inspire others
A tendency to be creative and think outside the box
A preference for collaboration and teamwork

In the workplace, high I individuals often shine in roles that require frequent interaction with others.

They excel in sales, marketing, and public relations positions where their persuasive skills and ability to build relationships quickly are valuable assets.

When recruiting for positions that involve client interactions, team leadership, or public speaking, candidates with a high I profile might be ideal.

They are likely to bring energy and positivity to the workplace, fostering a collaborative and engaging environment.

Steadiness (S)

Individuals with a high Steadiness (S) style are the reliable anchors of any team. They are characterized by their patience, loyalty, and consistent performance.

These are the people who provide stability and support in the workplace.

Key traits of high S individuals include:

A calm and approachable demeanor
Strong listening skills and empathy towards others
A preference for stable and predictable environments
A tendency to be supportive team players

In a work setting, high S individuals excel in roles that require patience, cooperation, and the ability to work well in a team.

They are often the glue that holds a team together, mediating conflicts and ensuring that everyone feels heard and valued. Their steady approach to work makes them reliable and consistent performers.

When recruiting for positions that require strong teamwork, customer service skills, or the ability to maintain long-term relationships, candidates with a high S profile might be particularly well-suited.

Compliance (C)

Those with a high Conscientiousness (C) style are the detail-oriented perfectionists of the DISC personality types.

They are known for their analytical thinking, precision, and systematic approach to tasks. These individuals thrive on accuracy and quality.

Key characteristics of high C individuals include:

A meticulous attention to detail and quality
A logical and systematic approach to problem-solving
A tendency to be cautious and thorough in decision-making
A preference for clear rules and structures

In the workplace, high C individuals often excel in roles that require precision, analysis, and adherence to standards.

They are the ones who will ensure that projects are completed to the highest quality, following all necessary procedures and guidelines.

Their critical thinking skills make them valuable in roles that involve data analysis, quality control, or complex problem-solving.

When recruiting for positions that require attention to detail, analytical skills, or the ability to maintain high-quality standards, candidates with a high C profile might be ideal.

They are likely to bring a level of precision and thoroughness to their work that can be invaluable in many professional settings.

How DISC Works

1. Administering the Assessment

DISC assessments are typically completed online through easy-to-use platforms.

Candidates are presented with a series of statements or questions about their behavior in various situations.

They are asked to rate how strongly they agree or disagree with each statement.

This test usually takes less than 20 minutes. Results are then generated instantly, offering a comprehensive breakdown of their DISC profile.

The assessment is designed to be non-judgmental, meaning there are no right or wrong answers. Instead, it aims to capture the individual's natural tendencies and preferences.

2. Scoring and Interpretation

Once the assessment is completed, the responses are compiled into a comprehensive report.

This report typically includes a graph that visually represents the individual's DISC profile, showing the relative strength of each of the four DISC styles.

The results of a DISC assessment are presented as a blend of the four styles, with one or two typically being dominant.

For example, a "D/I" profile might indicate a driven leader who also values interpersonal connections.

This result will help employers predict how a candidate will perform in real-world scenarios.

Benefits of Using DISC in Recruitment

Using the DISC test in recruitment offers insights that go beyond what is visible on a resume or during a standard interview. It helps to:

1. Understand Candidates

DISC profiles provide recruiters with a deeper understanding of a candidate's behavioral tendencies, communication style, and potential fit within the organization.

This information can be used to assess how well a candidate's personality aligns with the job role and company culture.

For example:

A high D (Dominance) profile might be well-suited for leadership roles or positions that require quick decision-making and a results-driven approach.
A high I (Influence) profile could excel in sales, marketing, or public relations roles where interpersonal skills and enthusiasm are crucial.
A high S (Steadiness) profile might be ideal for customer service positions or roles that require patience and consistent performance.
A high C (Conscientiousness) profile could be perfect for analytical roles, quality control, or positions that demand attention to detail.

By understanding a candidate's DISC profile, recruiters can make more informed decisions about job fit, potentially reducing turnover and increasing job satisfaction.

2. Interview Preparation

With DISC insights, interviewers can tailor their questions to explore how a candidate's behavioral style aligns with the job. Examples include:

For example:

For a high D candidate, interviewers might focus on questions about past achievements and leadership experiences.
With a high I candidate, they might explore situations that required persuasion or team motivation.
For a high S candidate, questions about long-term projects and teamwork might be more relevant.
With a high C candidate, interviewers might delve into problem-solving scenarios or situations requiring attention to detail.

This approach not only helps interviewers gather more relevant information but also allows candidates to showcase their strengths more effectively.

3. Team Composition

DISC assessments can play a crucial role in building balanced and effective teams.

By understanding the DISC profiles of current team members and potential new hires, organizations can create teams with complementary strengths.

For instance: A team might benefit from having a mix of high D individuals for drive and decision-making, high I members for enthusiasm and idea generation, high S members for stability and teamwork, and high C members for ensuring quality and accuracy.

Understanding team members' DISC profiles can also help in assigning roles and responsibilities that align with individual strengths.

As a result, you can improve communication, reduce conflicts, and enhance overall team performance.

Is DISC assessment implemented by most HR in Malaysia?

The adoption of DISC in Malaysia is growing, particularly in industries that require strong teamwork and leadership, such as technology, finance, and service sectors.

As Malaysian businesses increasingly focus on enhancing workplace efficiency and employee satisfaction, tools like DISC are becoming more prevalent.

However, its use is not yet universal across all HR departments in the country.

What is a Good Score on the DISC Test?

It is important to understand that there is no such thing as a "good" or "bad" score on a DISC assessment.

DISC is not a test with right or wrong answers, but rather a tool to understand behavioral preferences

Each DISC profile has its own strengths and potential areas for development.

The ideal profile depends on the specific job role, team dynamics, and organizational culture. What might be considered a "good" profile for one position could be less suitable for another.

The key is to match the DISC profile with the requirements of the job and the existing team dynamics.

A "good" score is one that aligns well with these factors, regardless of whether it's high or low in any particular dimension.

If you want to recruit candidates for marketing staff or sales positions, you can hire those with an Influencer personality type.

HR staff are more suited for candidates with a Steadiness type, while those with a Compliance type are ideal for roles like data analysts and accountants.

What about Dominance? This personality type is better suited for leadership roles or positions that involve managing and organizing others, such as CEOs or managers.

However, personality is not the only factor to consider when hiring candidates. You must also evaluate their skills and work experience as essential requirements for performing the job effectively.

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