How DISC Personality Insights Help-and Don’t Help-When Hiring
When you’re hiring new talent, you want to make sure your team is set up for success. The DISC personality assessment is a popular tool that helps you understand how people communicate and work with others. But it’s important to know what DISC can really tell you-and where it has limits-so you make smart choices for your team.
What DISC Reveals About Candidates
The DISC model sorts people into four main behavioral styles: Dominance, Influence, Steadiness, and Conscientiousness. If you’re in human resources or a leadership role, you’ve probably seen how these styles show up in meetings, project work, and day-to-day conversations. Here’s how DISC helps during the hiring process:
- Communication Style: You get a snapshot of how someone prefers to share ideas, ask questions, and handle feedback.
- Team Fit: You see how a person might mesh with your current team dynamic. For example, someone high in Steadiness may help keep projects calm and on track.
- Motivation: DISC gives you clues about what energizes or stresses a person-like fast pace, recognition, or clear rules.
- Potential Challenges: You get insight into what might frustrate a person or slow them down, such as too much change or lack of direction.
Takeaway: Use DISC to start conversations, not as a final decision-maker. Ask yourself, “How will this person’s style play out in our day-to-day work?”
What DISC Can’t Tell You About Job Candidates
DISC is a powerful tool for understanding behavior, but there are limits you need to keep in mind:
- Technical Skills: DISC won’t tell you if someone can code, analyze data, or use your company’s software.
- Experience and Knowledge: It doesn’t measure what someone knows about your industry or role.
- Ethics and Values: DISC doesn’t show you if a candidate will make ethical choices or share your company’s core values.
- Problem-Solving: It won’t predict how someone works under pressure or handles complex challenges.
Tip: Always use DISC alongside skills tests, reference checks, and structured interviews. This gives you a fuller picture of each candidate.
How to Use DISC Results During Hiring
If you travel for work across Georgia-maybe between Americus and nearby places like Albany, Cordele, Macon, Columbus, or Perry-you know every team has its own rhythm. Here’s how DISC can help you hire smarter across these different communities:
- Start with a clear job description. Know what behavioral style would help the person succeed in the role.
- Have candidates take a DISC assessment as part of your process. Use the results to guide your interview questions, focusing on communication and teamwork examples.
- Share the team’s current DISC profiles with hiring managers. This helps you spot gaps or strengths you might want to add.
- After you hire, use DISC results to onboard new team members. Show them how their style fits with coworkers, and offer tips for smoother collaboration.
Next step: If you’re hiring across different offices or locations, make DISC part of your standard onboarding, so everyone learns the same language for teamwork and communication.
Common Misconceptions About DISC in Hiring
It’s easy to put too much weight on personality assessments. Here’s what you need to watch for:
- DISC is not a hiring test. It’s not meant to label people as “good” or “bad” for a job.
- All styles bring value. Teams need a mix of personalities, especially if you’re building a group that works across different areas, from the fast pace of Columbus to the quieter pace in Perry.
- Styles can flex. People can and do adapt their style as they learn and grow, especially after training or feedback.
Tip: Use DISC to help your team understand each other and avoid misunderstandings-not to weed out candidates based on their style.
Making DISC Work for Your Team
DISC training doesn’t just help during hiring. It keeps paying off as people settle in and start working together. Here’s how you can make the most of it:
- Hold regular DISC workshops for your team to refresh everyone’s skills and learn new communication tips.
- Encourage team members to share their DISC profiles and discuss what helps them do their best work.
- Use DISC language in feedback and coaching sessions to keep conversations focused and positive.
Action step: If you’re traveling between Americus and other Georgia cities, consider bringing in a DISC facilitator for a group session. This creates a shared language, whether your team is in the office or working remotely.
Bottom Line: Use DISC With Care in Hiring
DISC assessments give you a helpful window into how candidates might fit with your team. Just remember, it’s one tool in your hiring kit-not the whole toolkit. Combine DISC with solid interviews, skills checks, and reference calls to hire with confidence, no matter where your team is based.