How DISC Helps You Hire the Right Person-And What It Can’t Do
When you’re hiring, you want to find the right fit for your team-someone who communicates well, gets along with others, and can help you reach your goals. The DISC model gives you insight into personality and behavior, but it’s important to use it the right way. You’ll see how DISC adds value, where its limits are, and how you can use it alongside your other hiring strategies.
What DISC Reveals During Hiring
If you’ve ever been part of a hiring panel, you know it can be tough to look beyond resumes and references. That’s where the DISC assessment comes in. It offers a snapshot of how someone tends to behave at work and in teams, helping you spot strengths and possible challenges before you bring someone on board.
- Communication Style: Will this person be direct and decisive, or thoughtful and supportive?
- Teamwork: Do they prefer group brainstorming, or do they shine working independently?
- Response to Pressure: How do they handle deadlines or unexpected changes?
- Motivations: What gets them excited about a project or a new idea?
DISC doesn’t measure skills or experience, but it does help you see how someone could mesh with your existing team. For example, if your group already has plenty of high-energy, fast-paced personalities, you might benefit from candidates who bring a steady, thoughtful approach.
Takeaway: Use DISC to spot how candidates might fit with your team’s communication and work style, not as the only decision-making tool.
What DISC Can’t Tell You in Hiring
DISC is powerful, but it isn’t magic. It can’t predict job performance or guarantee someone will succeed in a specific role. Here’s what you should keep in mind:
- Not a Skills Test: DISC doesn’t measure technical skills or job knowledge.
- Not a Values Gauge: It doesn’t tell you about honesty, work ethic, or character.
- Not a Crystal Ball: It can’t predict how someone will grow, adapt, or handle every situation.
Using DISC as a “pass/fail” filter is a mistake. You risk missing out on great people who might have a different style but can still contribute in big ways. Instead, use DISC as one of several tools in your hiring toolkit.
Tip: Pair DISC results with interviews, skills assessments, and reference checks for a fuller picture of each candidate.
How DISC Training Supports Better Hiring Decisions
If you’re in HR, a hiring manager, or building a new team, DISC training equips you to interpret results accurately and fairly. It also helps you have more meaningful conversations during interviews. For example, you can ask candidates how they’ve handled situations that match their DISC style-or challenge them to share how they’ve adapted when needed.
- Ask about teamwork: “Can you give an example of working with someone whose style was different from yours?”
- Explore communication: “How do you share feedback with colleagues?”
- Discuss growth: “What’s one way you’ve learned to adapt your approach at work?”
With DISC training, you’ll also spot your own biases more easily. You might realize you’re unconsciously favoring people who match your style, rather than those who fill gaps on your team.
Next step: Try a DISC workshop for your hiring team to build confidence and consistency in how you use it.
DISC and Your Local Talent Pool
Hiring in Maywood means you’re drawing from a diverse area, with candidates traveling in from places like Bell, Huntington Park, Commerce, Bell Gardens, and Cudahy. Each community has its own flavor and strengths, and when you’re looking for team members, you’ll find a rich mix of backgrounds and approaches.
DISC can help make sense of these differences by focusing on behavior, not assumptions. You’ll stay open to the strengths each candidate brings, whether they’re from a big, bustling city or a quieter neighborhood. It’s especially helpful when you’re expanding your search or want to build a more balanced team.
Tip: When interviewing candidates from nearby areas, use DISC to guide your questions. Ask about their favorite team experiences or how they like to collaborate, so you can see how their approach fits with your culture.
Moving Forward with DISC in Hiring
DISC is a practical, people-focused tool that helps you look beyond the resume. When you use it responsibly, you’ll build teams that communicate better, support each other, and get more done. Just remember: it’s not a shortcut or a substitute for good judgment. Combine DISC insights with your own experience, and you’ll make smarter, more caring hiring choices-no matter where your candidates are coming from.
Actionable takeaway: Review your current hiring process and add a DISC assessment step. Use the results as a conversation starter, not a final answer, and see how your next round of interviews feels more focused and productive.