How DISC Helps (and Doesn’t) When You’re Hiring for Your Team
If you’re building a team in Hawthorne or the surrounding cities-maybe you’re commuting from Inglewood, Redondo Beach, Torrance, Gardena, or Carson-you know that every hire matters. You want people who fit your team, who can work well together, and who won’t just look good on paper. That’s where the DISC assessment comes in. This tool reveals personality styles, which can help you make better hiring decisions. But it’s also important to know what DISC can-and can’t-tell you about a candidate.
DISC: What Is It, and What Can It Do in Hiring?
DISC is a personality assessment that helps you understand how people communicate, solve problems, and work with others. When you use DISC in hiring, you’re looking at how a candidate’s natural style fits with the rest of your group. Here’s how it can help you in real-world hiring:
- Spotting communication styles: You’ll see who prefers direct talk and who likes to think things over first.
- Building balanced teams: You can mix go-getters with steady organizers for more effective results.
- Improving onboarding: You’ll know what support a new hire needs from day one.
- Reducing misunderstandings: You’ll have fewer “they just don’t get it” moments.
If you’re managing a diverse team, or your group is spread between offices in nearby areas like Torrance or Gardena, understanding personality differences can make your job a lot easier. The DISC assessment gives you a roadmap for better conversations and smoother teamwork.
Takeaway: DISC helps you see past the resume and get a sense of how a person might “show up” at work every day.
What DISC Can’t Tell You About a Candidate
While DISC is powerful, it isn’t a crystal ball. There are some things it simply doesn’t cover during the hiring process:
- Job skills: DISC doesn’t reveal if someone can code, manage budgets, or run a forklift.
- Work ethic: You won’t learn if they’re reliable or if they’ll take initiative.
- Values and integrity: DISC can’t spot honesty or personal values.
- Culture fit beyond style: It helps with communication, but not all aspects of fitting in.
When you’re hiring in a fast-paced place like Hawthorne-or bringing in new people from areas like Carson or Inglewood-you’ll want to combine DISC with interviews and skills tests. Only then can you get the full picture.
Tip: Use DISC as one tool in your hiring toolkit, but don’t make decisions based on DISC results alone.
How to Use DISC Wisely in Your Hiring Process
If you want to use DISC assessments when hiring, here’s a simple playbook you can follow:
- Use DISC after the first interview: Learn about their work style and then see if it matches your team’s needs.
- Compare DISC profiles among your team: Notice where you have gaps. Maybe everyone’s a “D” and you need a detail-oriented “C.”
- Don’t label or limit: Remember, DISC shows preferences, not abilities or potential.
- Share and discuss results: Be open about what DISC means and encourage questions.
If you manage teams across multiple locations-whether in bustling Redondo Beach or laid-back Gardena-sharing DISC results can help everyone get on the same page, especially if you’re not always face-to-face.
Next step: If you’re new to DISC, start by taking the assessment yourself. You’ll understand your own style and see how it can shape your hiring approach.
Common DISC Myths When Hiring
There’s a lot of buzz about personality assessments, so it’s easy to get the wrong idea. Here are a few myths you might hear:
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Myth: DISC can predict job performance.
Reality: DISC shows how people act, not if they’re good at their tasks. -
Myth: One style is better than another.
Reality: Every style has strengths. Teams need a mix. -
Myth: DISC labels people for life.
Reality: People can flex their style, especially with training.
Takeaway: Use DISC as a conversation starter, not a decision-maker.
Putting DISC to Work in Your Community
Whether you’re hiring for a warehouse near Carson, a tech startup in Hawthorne, or a family business with folks commuting from Redondo Beach, DISC can help you understand your candidates and your current team. But remember: the best hiring decisions combine DISC with interviews, references, and skills tests. That way, you get the people who fit-and who can take your team to the next level.
Try this: After your next round of interviews, review each candidate’s DISC style with your hiring panel. Talk about how their style would mesh with your current team, and where you might need to adjust your onboarding or support.