How DISC Helps You Hire Smarter-And Where It Stops
If you’re responsible for hiring, you know how tricky it can be to find the right fit for your team. DISC assessments are a popular tool, but what do they actually tell you-and what should you never expect them to do? Here’s how you can use DISC to make better hiring choices, whether you’re based in Carmichael or traveling between nearby spots like Arden-Arcade, Fair Oaks, Roseville, Rancho Cordova, or Citrus Heights.
DISC: A Quick Refresher for Hiring
DISC stands for Dominance, Influence, Steadiness, and Conscientiousness. It’s a personality assessment that helps you understand how people communicate, what motivates them, and how they tend to work with others. If you’re in charge of hiring, DISC gives you a snapshot of a candidate’s natural style-think of it as a way to spot how someone might fit into your existing team culture.
- Dominance: Direct, results-oriented, likes to take charge.
- Influence: Outgoing, enthusiastic, enjoys connecting with people.
- Steadiness: Patient, reliable, prefers stable routines.
- Conscientiousness: Detail-focused, analytical, values accuracy.
Takeaway: Use DISC as a lens for understanding work style-not as a crystal ball for job performance.
What DISC Can Tell You During Hiring
DISC is especially helpful for:
- Understanding Communication Styles: You’ll get a sense of whether a candidate will thrive in a fast-paced environment or if they prefer a steadier rhythm.
- Building Balanced Teams: If your group in Carmichael is heavy on big-picture thinkers, a detail-oriented hire from Roseville or Rancho Cordova might fill the gaps.
- Planning for Onboarding: Knowing someone’s DISC profile lets you tailor training and support for a smoother start.
- Reducing Misunderstandings: DISC can help you spot where potential conflict might arise and how to address it early.
Next step: Try using DISC results as a conversation starter with candidates. Ask them how their style has helped-or challenged-their work in the past.
What DISC Can’t Do in the Hiring Process
It’s important to remember that while DISC tells you about personality, it does not measure skills, experience, or values. Here’s what to avoid:
- Making Decisions Based Only on DISC: Don’t skip the resume review, reference checks, or skills testing. DISC is just one piece of the puzzle.
- Assuming Someone Can’t Do the Job: A candidate with a “quiet” DISC style might be an excellent leader, just with a different approach.
- Using DISC as a Screening Tool: It’s not fair-or legal-to rule someone out based solely on their DISC profile.
Tip: Combine DISC with structured interviews and real-world tasks. You’ll get a more complete picture of what each person brings to the table.
DISC in Action: Bringing in New Hires
When you use DISC as part of your hiring process, you can:
- Pair new hires with mentors who have complementary styles.
- Adjust onboarding to match communication preferences-some people like to jump right in, others need time to observe first.
- Organize team-building activities that play to everyone’s strengths, whether you’re meeting in Carmichael or hosting off-sites in places like Fair Oaks or Arden-Arcade.
Action: After hiring, share team DISC profiles openly. It’s a great way to build trust and get everyone on the same page fast.
Before You Hire: Smart Moves with DISC
- Use DISC to guide interview questions. For example, ask a candidate how they navigate conflict or work under pressure, based on their profile.
- Plan follow-up interviews with team members who have different DISC styles for a well-rounded perspective.
- When traveling between offices in Roseville, Rancho Cordova, or Citrus Heights, bring DISC insights along to help new teams gel quickly.
Suggested step: Review your current team’s DISC profiles before posting your next job opening. Look for strengths to build on and gaps to fill.
The Bottom Line for Hiring with DISC
DISC is a powerful tool for understanding how people might click with your team, but it’s not a replacement for a thorough hiring process. Use it to spark good conversations, build balanced teams, and create an onboarding plan that works for everyone-from Carmichael to the surrounding areas. But always remember: skills, experience, and attitude matter just as much.
Final tip: If you’re ready to start, take a DISC assessment yourself. The more you understand your own style, the better you’ll spot what your team really needs next.