DISC and Hiring: How It Helps-and Where It Falls Short
If you’re looking to build a stronger team, you may have heard about using the DISC assessment in hiring. Whether you’re running a business in Merrick or traveling from places like Bellmore, Baldwin, Freeport, Lynbrook, or Rockville Centre, you want to make the right call when bringing someone new onboard. DISC can give you valuable insights, but it’s not a crystal ball. Here’s what you need to know about using DISC for hiring-what it can do for you, and where you need to look a little deeper.
What the DISC Assessment Really Tells You
The DISC assessment is a personality tool that measures how people tend to behave at work and in life. It focuses on four main styles: Dominance, Influence, Steadiness, and Conscientiousness. Each style brings something different to the table:
- Dominance (D): Direct, results-oriented, likes challenges and quick decisions
- Influence (I): Social, persuasive, enjoys working with people and being recognized
- Steadiness (S): Patient, reliable, values teamwork and stability
- Conscientiousness (C): Precise, analytical, pays attention to quality and accuracy
When you use DISC as part of your hiring process, you get a snapshot of how someone might communicate, solve problems, and collaborate. It can help you spot whether a candidate’s natural style will mesh with your team’s culture or the role’s demands.
Takeaway: DISC gives you a practical look at someone’s behavior style, which is helpful for team fit and communication planning.
How DISC Supports Better Hiring Decisions
DISC isn’t about labeling people-it’s about understanding what makes them tick. Here’s how you can put that insight to work during hiring:
- Better Interview Questions: Tailor your questions to dig into real examples of how candidates approach teamwork, feedback, or deadlines based on their DISC profile.
- Team Harmony: Look for gaps or overlaps in your current team’s DISC profiles to see where a new hire could add balance.
- Faster Onboarding: Knowing a new hire’s style helps you personalize training and communication from day one.
- Reduced Turnover: When people feel understood and valued for their natural strengths, they’re more likely to stick around.
- Clearer Expectations: Use DISC to set up honest conversations about work style, feedback, and company culture.
Tip: Bring your team together for a DISC workshop to see how everyone’s styles show up in action. It’s especially useful if you’re hiring in fast-moving environments or teams spread across Long Island.
What DISC Can’t Predict in the Hiring Process
While DISC is a powerful tool, it’s not a replacement for skills testing, reference checks, or good old-fashioned judgment. Here’s what DISC can’t tell you:
- Technical Skills: DISC won’t show you if a candidate can actually do the job-they still need a resume and relevant experience.
- Work Ethic: Personality style doesn’t always reveal how someone will handle pressure or tight deadlines.
- Values and Motivation: DISC describes behavior, not deep beliefs or what drives someone’s choices.
- Growth Potential: People can (and do) adapt their style as they develop in a role. DISC is just the starting line.
- Cultural Fit: While DISC supports better team communication, it can’t replace your sense of whether someone will genuinely connect with your company’s mission.
Next Step: Use DISC as one part of a balanced hiring process. Pair it with interviews, work samples, and reference checks for the full picture.
Making DISC Work for Your Next Hire
Whether your office is right in Merrick or you’re making the drive from Lynbrook or Bellmore, hiring well takes more than a gut feeling. DISC can help you see how candidates might approach teamwork, communication, and challenges, but remember-it’s just one lens. Combine DISC insights with traditional hiring tools to make smarter, more confident decisions.
- Consider a DISC assessment for your final candidates.
- Host a quick debrief with your team about what DISC results mean for day-to-day interactions.
- Review job descriptions and look for the key behaviors that lead to success in your open roles.
- After hiring, use DISC results to guide onboarding and set clear communication norms.
Final Tip: If you’re new to DISC, start small. Try a DISC training session for your leadership team, then expand from there. The more you understand each other’s styles, the stronger your hiring-and your workplace-becomes.