How the DISC Personality Test Can Help-and Where It Falls Short-in Hiring
If you’re hiring for your team, you know how important it is to get the right people on board. You want folks who communicate well, fit your culture, and bring something special to the table. The DISC assessment is a popular personality tool that many companies use in the hiring process. But how much can DISC actually tell you about a candidate-and what can’t it do? Here’s what you need to know to use DISC wisely when building your team, whether you’re in Melville or traveling from nearby places like Huntington Station, Plainview, Bethpage, Dix Hills, or Syosset.
DISC: What It Reveals About People
The DISC assessment is all about understanding how people prefer to communicate and work. It divides personalities into four main styles:
- D (Dominance): Direct, results-focused, decisive
- I (Influence): Outgoing, enthusiastic, people-oriented
- S (Steadiness): Patient, dependable, team-focused
- C (Conscientiousness): Detail-oriented, analytical, quality-driven
When you have candidates take a DISC assessment during the interview process, you get a snapshot of how they might approach teamwork, handle feedback, and contribute to your group’s culture. For example, if you’re looking for someone who can keep the peace when things get heated, an S-style might be a good fit. If you need someone who can make quick decisions, a D-style could be right up your alley.
Tip: Use DISC results to start a conversation with candidates about their work preferences and communication styles. It’s a great way to dive deeper than the resume.
What DISC Can’t Tell You
While DISC is helpful, it isn’t a crystal ball. It won’t tell you if a candidate has the technical chops for the job, how they handle stress in the real world, or if they’ll be a top performer. Here’s what DISC can’t do:
- Predict job skills or experience: DISC measures behavior, not expertise.
- Guarantee a perfect fit: A good DISC match helps, but it’s not the only thing that matters.
- Replace interviews: You still need to ask good questions and check references.
- Show motivation or values: DISC focuses on communication, not what drives someone deep down.
Takeaway: Don’t use DISC as your only hiring tool. Pair it with interviews, work samples, and reference checks to get the full picture.
Making DISC Work for Your Hiring Process
If you’re serious about hiring with care, DISC can be a real asset when used the right way. Here’s how you can put it to work for you and your team:
- Set clear goals: Decide what you’re looking for before you assess candidates. Are you building a sales team? A support group? The DISC results can help you find complementary personalities.
- Stay open-minded: Don’t rule out someone just because their DISC style isn’t what you “expected.” Sometimes the best teams are a mix of different personalities.
- Build better onboarding: Once you’ve hired, use DISC to guide your training and communication. New hires will settle in faster if you speak their language-literally and figuratively.
- Share results with your team: Encourage current team members to take the DISC as well. This helps everyone understand each other and head off conflicts before they start.
Next step: Try giving your next round of candidates a DISC assessment, then discuss the results together. Use what you learn to tailor your questions and training.
Traveling for DISC Workshops or Interviews?
When you’re based in Melville, you’re in the heart of Long Island business. If you’re traveling for interviews or workshops, you might be heading to nearby areas like Huntington Station, Plainview, Bethpage, Dix Hills, or Syosset. Each area brings its own style-whether it’s the hustle and bustle of Huntington Station or the tight-knit community feel of Bethpage. Being aware of these local vibes can help you connect better with candidates and colleagues alike.
- Tip for the road: If you’re meeting candidates in different towns, pay attention to how their background and community might shape their communication style. The DISC assessment can help you connect those dots.
Bottom Line: Use DISC, But Don’t Rely on It Alone
The DISC assessment is a practical tool for hiring, but it’s not the whole story. Use it to spark meaningful conversations, support your interview process, and shape onboarding. Just remember that skills, experience, and your own gut feeling matter, too. When you use DISC the right way, you’ll make smarter hiring choices-and build a team that’s ready for anything.
Try this: Next time you’re prepping to make a hire, use the DISC profile to learn more about your candidate’s style. Combine it with your usual interview questions to get a well-rounded view. Your team will thank you for it.