Hiring with DISC: What It Shows-and What It Doesn’t
When you’re looking to hire new talent in Ronkonkoma or from nearby places like Holbrook, Lake Ronkonkoma, Bay Shore, Farmingville, or Centereach, you want to get it right the first time. You might be hearing more about the DISC assessment and its role in hiring. Is it the secret sauce to building a stronger team-or just another box to check? Here’s how DISC can help you hire with care, plus a few things it simply can’t do for you.
DISC Assessment: A Snapshot, Not the Whole Picture
The DISC assessment is a practical personality tool that helps you see how someone tends to communicate, make decisions, and respond under pressure. It sorts people into four main styles-Dominance, Influence, Steadiness, and Conscientiousness. This snapshot is great for figuring out if someone’s natural style will mesh with your team’s culture, or if they can fill a gap you’re missing.
- If your team moves fast and likes direct talk, someone with a Dominance style could fit right in.
- Need a steady hand who keeps things calm? A Steadiness profile might be your go-to.
- Looking for someone who’s great at building relationships and energizing the room? Influence types bring the people skills.
- Want accuracy and careful planning? Conscientiousness stands out for detail and structure.
Tip: Use DISC to spot strengths and possible challenges, but remember-it’s just one piece of the hiring puzzle.
How DISC Adds Value to Hiring
In the real world, hiring isn’t just about resumes and interviews. DISC gives you a way to understand a candidate’s natural approach to work, which can help you:
- Build balanced teams with different strengths
- Reduce misunderstandings and improve communication from the start
- Tailor onboarding, so new hires feel comfortable and supported
- Spot areas where you might need to coach or train someone
Example: If you’re bringing someone from Bay Shore into your Ronkonkoma office, and you know they have a different DISC profile from your current group, you can set up introductions or communication styles that suit everyone. This makes those first weeks smoother for all.
Takeaway: Use DISC as a conversation starter-not a final answer.
What DISC Can’t Tell You
While DISC is a powerful tool, it doesn’t tell you everything. Here’s what you can’t expect DISC to cover:
- It doesn’t measure job skills, technical ability, or work history.
- It won’t predict whether someone will succeed in a specific role.
- It can’t tell you about a person’s values, ethics, or motivation.
- It doesn’t replace reference checks or real conversations.
For example, someone from Farmingville might have a great DISC profile for your team, but if they don’t have the technical chops, you’ll spot that in your regular interview process-not the assessment.
Tip: Combine DISC results with interviews, work samples, and background checks for a well-rounded view.
When DISC Works Best in Hiring
DISC really shines when you use it to spark open conversations and set clear expectations. Here are some ways to use it well:
- After initial interviews, use DISC to deepen your understanding of fit and communication style.
- Share DISC results with candidates to discuss how they like to work and what helps them succeed.
- Bring DISC into onboarding to help new hires from places like Holbrook or Centereach settle in faster-especially if your team has a strong style already.
Next Step: Try pairing DISC with a real workplace scenario. For example, discuss how a candidate might handle a busy Monday morning or a last-minute change in project plans. This helps you see their DISC style in action.
Don’t Use DISC to Screen Out Talent
Remember, DISC is about how people approach work-not whether they’re good or bad at it. If you use it to rule people out too soon, you could miss out on great talent from places like Lake Ronkonkoma or Bay Shore. Focus on fit and development, not exclusion.
Key Point: Use DISC to guide, not decide. It’s a tool for understanding, not a filter for hiring.
Making DISC Work for Your Team
- Take the DISC assessment yourself and with your current team so you know what styles are already present.
- Ask candidates to share their DISC results and talk about times their style helped them succeed-or led to challenges they overcame.
- After hiring, use DISC insights to personalize communication, feedback, and growth plans.
Actionable Tip: The next time you’re hiring, add a DISC step after your first round of interviews. Use what you learn to shape your follow-up questions-and to help any new hire from Centereach, Holbrook, or Farmingville feel welcomed from day one.