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DISC Assessment - Your Key to Hiring Success

DISC Assessment helps you hire the perfect fit the easy way!

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Have you ever had to hire someone and after looking at an endless stream of resumes and a few interviews had no idea whom to bring on-board? A DISC Assessment can help you choose the perfect fit for your team. Here’s how:

First Define What You Need

It may sound obvious, but searching for a new-hire starts with you defining what you need. List job qualifications, skills, required experience, desired behavioral characteristics, and other things you deem important. If you already have a team, solicit input from team members as they might have ideas you didn’t consider.

Now that you have a good idea about what your prospective employee should bring to the table write a formal job description. Keep it concise and simple! Nobody wants to slave away for hours on boring stuff. Hopefully, a clearer picture of your new-hire emerges, if not, maybe there is a good reason? Do you really have to hire someone new, or can you get rid of some pointless stuff and distribute those tasks among your current team?

The last step is figuring out compensation. Adjusted for your market and requirements, how much is this job worth? Don’t forget to ask yourself if you can afford paying that much. Can you afford paying that much?

Before you post your job description, do you, your family, friends, colleagues or current team know anyone who would be a good fit for this opening? LinkedI and Facebook or even a post on Twitter are good options if you come up short. Caution: Do this only AFTER you have a clear job description!

Match Candidates to Job Requirements

This part is easy, sift through the resumés and match candidates with your required skills and qualifications. If someone doesn’t match 100% but looks promising otherwise keep them just like exact matches and put the rest aside. The value of resumes is highly questionable and some companies don’t even look at them these days, understandably so. Don’t waste to much time on this step, it isn’t worth it.

While skills and qualifications are important, they are not sufficient, because they tell you little about a candidate’s psychology or behavior. Unfortunately many candidates won’t perform or may leave if their behavioral style is not matched with your organization’s culture and/or the requirements of their new position. Psychological employment testing is one of the most valid and cost-effective strategies for identifying the most suitable job candidates (Schmidt & Hunter, 1998).

Large corporations have used psychometric tools, like a DISC Assessment, for decades to improve their hiring because of the high cost of hiring mistakes. Just because you’re a small business doesn’t mean you can’t benefit from the Fortune 500′s knowledge. A DISC Assessment is an easy to understand and valid tool to help you make the right hiring decision.

Next, do a phone interview with a few promising candidates. The goal is to determine if a candidate is worth the time (and if applicable, travel expenses) for an in-person meeting. Keep it simple! A lot of companies go overboard with this and grill applicants for hours about every detail of their work history etc., which often is not a good indicator of future performance. This is a great time to ask promising candidates to complete a DISC Assessment. You’ll have the results of the DISC Profile within a day and can then evaluate if their behavioral style meets the job requirements and fits in with your team’s culture. Only then do you schedule an interview.

Consider the DISC Assessment for Choosing the Perfect Candidate

Good candidates will research you and your company before showing up for an interview. This gives them a pretty good idea of what you might like to see, allowing them to portray the “ideal” employee. Using an inexpensive DISC Assessment during the hiring process you can easily determine personality traits of your prospective hires and compare those to your job requirements. Katherine Graham Leviss in her book “High Maintenance Employees” provides examples how a DISC Assessment can be applied when she highlights that employees who rank high for S (Steadyness) and/or C (Compliance) are methodical and focused, analytical, accurate and systematic and generally make good team players etc. [Click here to get more info about DISC Assessments!]

For the actual interview choose a format that fits your style (formal/informal, conference room vs.coffee shop etc.), but determine beforehand what topics you will cover. Depending on the size of your team consider asking team members for help. Be sure to take notes after each interview.

Tips

  • Enjoy the interview! If your filtering process is good you should have some pretty awesome people to talk to.
  • Skills can be taught, attitude not.
  • Ask yourself, what can this person do for me TODAY?
  • How can you help your hiring prospect grow?
  • Discuss a salary range, not a specific number.

Make the Offer

Compare all candidates skill sets, qualifications, attitudes, DISC Assessment etc. Ask yourself, if the job could make the choice, who would it be and why? Integrity, motivation, enthusiasm, behavioral style, based on a candidate’s DISC Assessment, attitude and interests are often more important than knowledge and experience. Making the final decision is never 100% objective, it can’t be and that is OK.

When you are ready, make an offer and always put it in writing. Great employees are hard to find, almost independently of who your company is or the state of the economy, so put your best foot forward; after all, this will hopefully be the beginning of a long and mutually beneficial relationship!

PS: I hope this post is a helpful guide about how to include a DISC Assessment in the modern hiring process allowing even small companies to make strong hiring decisions. I apologize for not addressing every eventuality and I’ll gladly answer specific questions via comments. Keep it simple, hiring isn’t rocket surgery!

Be awesome!


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References
  • Marston, W.M., C.King, C.D., & Marston, E.H. (1931). Integrative Psychology: A Study of Unit Response. London, England: The International Library of Psychology.
  • Bonnstetter, Bill J., Suiter, Judy, I, & Widrick, Randy, J. (1993). The Universal Language: DISC. Scottsdale, AZ: Target Training International Ltd.
  • Hook, Dee (2000). Birth of the Chaordic Age. Berrett-Koehler Publishers, Inc. San Francisco, California.
  • Thanks to those talented photographers who’s images we used in this post. They are listed by their Flickr usernames:
    hoshi7
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About the Author

8factorsInfinitely curious, optimistic, logical thinker out there enjoying life!View all posts by 8factors →

  • http://www.adeepbite.com/ Michael Allen

    Cool blog

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