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Despite all of the naysayers, yes you CAN use DISC in hiring (If you do it right!). We’ll break down how to use DISC assessments in pre-hiring the right way and how to avoid common mistakes.
Key Takeaways
- Supplementary Tool: DISC assessments should complement—not replace—traditional hiring methods like interviews and skills tests.
- Insight into Behavior: They provide valuable insights into candidates’ communication styles, work preferences, and potential team dynamics.
- Not a Pass/Fail Metric: Use DISC to understand behavior; do not automatically filter out candidates based solely on their profiles.
- Tailored Onboarding: The insights gained can help customize onboarding and management approaches for new hires.
Introduction:
Hiring the right person isn’t just about hard skills. It’s just as much about team fit, communication, and work style. While some argue that DISC shouldn’t be used in pre-hiring, the truth is that, when used correctly, it can be a powerful tool to ensure new hires thrive and stay motivated as valuable employees.
Why Use DISC Assessments in Hiring?
While a resume and interview assess skills and experience, they don’t tell you how someone works. DISC assessments provide insights into:
- Communication Style – Does this person prefer direct, fast-paced conversations or detailed discussions?
- Work Preferences – Do they thrive in a structured environment or prefer flexibility?
- Team Interaction – How will they engage with managers and coworkers?
Using DISC assessments helps hiring managers predict team fit and personalize onboarding for new employees.
How to Use DISC Assessments in Hiring (The Right Way)
✅ Use DISC as a Supplement, Not a Filter
DISC should be one tool in your hiring process—not a reason to reject candidates. The goal is to understand behavior, not eliminate people based on their DISC type.
✅ Focus on Adaptability, Not Just Natural Style
A candidate’s DISC profile shows their preferred way of working, but people can and do adapt based on motivation, values, and job demands.
✅ Pair DISC Profiles with Other Hiring Tools
Use DISC alongside:
- Skills Tests – Ensure they have the necessary competencies.
- Behavioral Interviews – Explore how they’ve adapted in past roles.
- Values Assessments – Identify why they work the way they do.
✅ Use Results for Onboarding & Team Integration
Once hired, DISC can help tailor their training and management approach for a better start. For example, a high “D” may prefer a fast-paced onboarding, while a high “C” might need clear documentation and structure.
Common DISC Assessment Mistakes to Avoid
❌ Rejecting Candidates Based on DISC Profiles
A “D” may be more assertive, but that doesn’t mean a high “S” or “C” can’t lead effectively. Instead of hiring based on profile type, focus on how they align with company culture and role expectations.
❌ Assuming DISC Predicts Performance
DISC measures behavior, not skills or experience. A high “I” (Influence) may be social, but that doesn’t automatically mean they’ll be a great salesperson.
❌ Forgetting to Consider the Team Dynamic
A team of only high “D” personalities could lead to constant conflict, while too many high “S” types might result in indecision. A balanced team is often the strongest.
Final Thoughts: Using DISC for Smarter, More Effective Hiring
DISC assessments can be a game-changer in hiring—as long as they’re used responsibly. They provide valuable insights into communication styles, teamwork, and work preferences, allowing companies to:
✔ Improve team dynamics
✔ Personalize onboarding
✔ Reduce mis-hires by understanding work styles early
By using DISC as a tool for insight, not exclusion, companies can make more informed hiring decisions that lead to better, longer-lasting employee success.
