How DISC Can Help-and What It Can’t-When You’re Hiring
When you’re hiring for your team, you want people who will not only do the job but also fit well with your culture and work style. DISC assessments can be a powerful tool in this process, but it’s important to know both what they can tell you-and what they can’t. If you’re working in Lancaster or traveling in from nearby places like Palmdale, Quartz Hill, Rosamond, Sun Village, or California City, you’ll find these ideas handy and practical for your next round of interviews.
DISC in Hiring: What It Actually Measures
DISC is a personality assessment that looks at how people tend to behave and communicate at work. It helps you understand how someone might approach teamwork, handle stress, and interact with others.
- D (Dominance): Prefers quick decisions, focuses on results.
- I (Influence): Energetic, social, and motivated by relationships.
- S (Steadiness): Patient, calm, and enjoys stability and support.
- C (Conscientiousness): Detail-oriented, values accuracy and quality.
When you use a DISC assessment during hiring, you’ll see how a candidate might communicate on your team, respond to challenges, and fit into your existing work environment. This is especially useful if you’re growing your business or team and want to make sure everyone can collaborate smoothly.
Takeaway: Use DISC to get a snapshot of a candidate’s natural work style and how they might mesh with your team’s dynamic.
What DISC Won’t Tell You About a Candidate
DISC can tell you a lot about someone’s behavior at work, but it isn’t a crystal ball. It’s not designed to measure skills, intelligence, or specific experience. It also doesn’t predict how someone will perform in every situation-especially if they’re motivated to stretch beyond their typical style.
- DISC doesn’t measure job skills or technical know-how.
- It won’t tell you how much someone knows about your industry.
- It can’t predict work ethic, honesty, or long-term commitment.
If you’re interviewing someone from Palmdale or Sun Village, DISC can help you spot how they’ll communicate, but you still need to dig into their skills, experience, and what motivates them.
Takeaway: Pair DISC with interviews, reference checks, and skills testing for a complete picture.
How to Use DISC in Your Hiring Process
DISC works best when it’s used as one part of your hiring toolbox-not the whole thing. Here’s how you can make it work for you:
- Give the DISC assessment after the first interview, so you already know the candidate could be a good fit based on their experience.
- Compare their DISC profile to the needs of the role. If it’s a team leader position, you might want more “D” and “I” energy. For careful, detail-driven work, a high “C” could be better.
- Talk openly with candidates about their DISC results. Ask how they handle situations where they need to stretch outside their comfort zone.
- Share your own DISC style with the candidate and invite them to share theirs. This starts a two-way conversation about working together.
If you’re hiring for a team based in Lancaster, but your candidate is coming in from California City or Rosamond, you can use DISC to talk about how they might adjust to your team’s pace or style-before you make the offer.
Tip: Use DISC results as a conversation starter, not a decision maker.
DISC and Local Talent: Making the Most of Your Community
The Lancaster area has a mix of people who commute from surrounding towns like Quartz Hill, Palmdale, and Sun Village. Each community has its own local flavor-whether it’s the get-it-done attitude you find in California City or the tight-knit feel of Rosamond. DISC can help you connect with candidates by understanding how they approach work and relationships, regardless of where they’re from.
- Ask about the work culture in their hometown to understand what they’re used to.
- Share how your team communicates and solves problems, and see how their DISC style fits in.
- Consider how different DISC styles might add balance to your existing team, especially if your crew is already a mix of local and commuting talent.
Next Step: After your next interview, review the candidate’s DISC profile with your team and discuss how their style could add value to your local workplace.
Key Points to Remember
- DISC assessments help you understand communication and behavior styles-great for building strong teams.
- Use DISC as one part of your hiring process, not as the only tool.
- Keep the conversation open and use what you learn to make smarter, more confident hiring decisions.
Whether you’re based in Lancaster or traveling in from Palmdale, Quartz Hill, Rosamond, Sun Village, or California City, applying DISC in your hiring process can help you build a team that communicates better and collaborates with less stress. Just remember: DISC is a guide-not the whole story.