How DISC Helps (and Doesn’t Help) When Hiring New Team Members
If you’re responsible for building strong teams, you know how tough it can be to hire the right people. Maybe you’re based in La Grange Park, or travel from nearby places like Brookfield, Berwyn, Cicero, Oak Park, or Western Springs. No matter where your office sits, you want every new hire to fit in and help your team succeed. One tool that’s getting more attention in hiring is the DISC assessment. But what exactly can DISC tell you about a candidate-and what can’t it do?
DISC in Hiring: What It Really Shows
The DISC assessment is a personality tool that measures how people prefer to communicate, solve problems, and interact with others. When you use DISC during hiring, you get a quick snapshot of someone’s behavioral style. Here’s what that means for you:
- Communication strengths: Does your candidate speak directly, or do they prefer a more diplomatic approach?
- Team preferences: Are they energized by group brainstorming or more comfortable working solo?
- Response to pressure: Will they stay calm during deadline crunches, or do they need time to process?
- Motivation triggers: What gets them excited to do their best work?
Takeaway: DISC can highlight how someone will naturally approach work and colleagues. This helps you predict how they’ll mesh with your current team’s communication and workflow.
What DISC Can’t Tell You About a Candidate
While DISC shines a light on behavior, it’s not a crystal ball for hiring. Here’s what it won’t show you:
- Technical skills: You’ll still need interviews and tests to check their expertise and know-how.
- Ethics and values: DISC doesn’t measure honesty, integrity, or alignment with your company’s mission.
- Work experience: Past job performance and results aren’t revealed in a DISC profile.
- Cultural fit: While DISC shows communication style, it doesn’t capture whether someone will truly embrace your work culture.
Tip: Use DISC as one piece of the puzzle. Pair it with skills assessments, reference checks, and interviews for a complete hiring picture.
DISC Training for Managers and Teams
If you’re in charge of hiring or managing people, DISC training can make your life easier. Here’s how you can put it to work:
- Review team profiles: Before bringing someone new on board, look at your current team’s DISC profiles. Are you missing a certain style? Could a new hire balance things out?
- Interview with DISC in mind: Use what you know about DISC styles to tailor your interview questions. For example, ask a candidate with a “D” (Dominance) style how they handle team feedback, or someone with a “S” (Steadiness) style about managing change.
- Plan onboarding: Set up new hires for success by sharing their DISC results with mentors or buddies. This helps everyone communicate clearly from day one.
Next step: Try mapping your team’s DISC profiles before your next hire. Notice any gaps or overlaps you want to address?
DISC Assessment: Not a One-Size-Fits-All Solution
DISC is a fantastic guide, but don’t treat it like a hiring checklist. People are more than their profiles. For example, someone from Brookfield might have a high “I” (Influence) style and bring fresh energy to a steady team. Or a new hire from Oak Park may have both “S” (Steadiness) and “C” (Conscientiousness) traits, adding much-needed consistency.
Remember, the best teams often include a mix of DISC styles. This variety brings different strengths to the table. DISC helps you spot those differences early, so you can coach and support each team member in the way that works best for them.
Tip: Don’t rule out a candidate just because their DISC result is new to your group. With the right support, every style can shine.
When to Use DISC in Your Hiring Process
- Before interviews: Get a sense of style fit and communication needs.
- During onboarding: Boost early connections and trust by sharing results.
- For ongoing development: Use DISC to guide coaching, conflict resolution, and team building after the hire.
Action item: If you’re traveling between La Grange Park and Cicero, or making the commute from Berwyn or Western Springs, bring up DISC at your next team meeting. See how your team feels about using it in hiring and development.
Final Thoughts: Using DISC Wisely
DISC assessments are a powerful way to understand how people work and communicate. They make it easier to spot strengths and uncover blind spots. But remember, they don’t replace your judgment or experience. Combine DISC with your own insights, and you’ll build teams that work better together-whether your office is in La Grange Park or just a short drive from Brookfield, Berwyn, Cicero, Oak Park, or Western Springs.