Analytics are a huge part of our lives now, and the hiring process is no exception. However, numbers without context are just that – numbers. You need something in which to ground them, and for a growing number of HR teams, that something is to be found in DISC Theory.
First developed by Dr. William Moulton Marston, DISC assessment tests have become a popular way of screening candidates, and here’s why.
The Four Qualities
DISC is an acronym of Dominant, Influence, Steadiness, and Compliant. The theory itself is a means of identifying actions and traits in a predictable manner. The test takes into account how these traits blend together with their actions and day-to-day preferences to inform the decisions they make, organizational skills, approach to conflict, and other common work situations.
• The Dominant style is characterized by decisive, direct, and outspoken individuals who tend to be risk taking self-starters.
• The Influence style is rooted in a more diplomatic approach predicated upon fostering trust, enthusiasm, and acceptance.
• The Steadiness style is marked by those who are introspective, patient, gentle, good listeners, and empathetic toward others.
• The Compliant style is defined by an analytical, systematic, precision-based methodology utilized by people with high standards and a methodical approach to work.
Of course, no one person is “just” one thing, and a DISC assessment will tell you what ratio of which traits are to be found in applicants to your positions.
How it Can Help
The ways in which DISC Theory can help should be immediately apparent. By knowing how applicants’ personalities match certain qualities within a DISC assessment matrix as designed by companies such as Aptitude Analytics, you can see what you’re getting in each candidate and how their skills and temperament suit your needs.
See how good of a fit a candidate is for your company with DISC assessments made specially for you.
