Hiring the right people is crucial for the success of any business. Organizations conduct psychometric tests to evaluate candidates for specific roles.
According to a study by SHRM, 82% of businesses at present utilize some pre-employment tests in their recruitment practices, while 75% of businesses employ behavioral interview questions to better understand a candidate’s soft skills and personality type.
Integrating psychometric testing into the recruitment process helps understand the soft skills and personality traits of candidates, which is essential for assessing who is the right fit for a job role.
A Dominance, Influence, Steadiness and Compliance, sometimes referred to as conscientiousness (DISC) personality test, is a well-validated personality assessment technique. As per the Intesi! Resources Inc., the test is used by 70% of Fortune 500 companies across the world. The pre-employment assessment consists of scientifically validated questions that evaluate the personality traits and values of an applicant. It can help characterize the skills, strengths, weaknesses, and work environment preferences of candidates, using which recruiters can find suitable hires, boost engagement, enable better teamwork, and avoid workplace conflicts.
The DISC assessment is based on two axes where the vertical axis reflects the outward energy of a person, whether they are more outspoken and assertive or thoughtful and cautious, while the horizontal axis defines a range of traits that go from skepticism to acceptance. Together, the two axes help determine the general characteristics of the four behavioral styles:
Although several individuals fall under one of the behavior styles, many others showcase a combination of traits, which can be categorized under one of the 12 DISC personality types:
Each behavioral style, represented by the letters in the DISC acronym, is connected to the four basic behaviors of humans, and the results of the profile test more often than not show a blend of these behaviors.
People with a high ‘D’ score or a D-type DISC personality are task-oriented, outgoing extroverts. The rarest personality type, these individuals are determined, decisive, direct, and demanding. D-type personality traits also include self-confidence, meaning that these individuals are brave enough to take risks, focusing on the big picture.
The I-type personality defines people who are outgoing, social, motivating, and compelling. Generally, the source of energy in a room, as employees, these individuals can be the life of an organization. However, these individuals also have the tendency to become disorganized under stress or overwhelmed by a need for acceptance.
S-type personalities are introverted and quiet while being spontaneous in people interactions. The personality traits of these individuals include being calm and relaxed, allowing them to bring stability to a company.
C-type personality individuals are also quiet, introverted, and task-oriented, have high analytical skills and make carefully calculated decisions. These individuals are well-suited for leadership roles.
The D-type personality profile, also known as D style or Dominance, is the rarest personality type, according to the 2019 Extended DISC Validation Study. People with a high D-type DISC personality can be characterized as go-getters who are able to buckle down and focus on decision-making and accomplishing objectives. Bold, decisive, moving quickly, taking risks, and getting things done, make the D personality type bold and decisive leaders. The rarest personality type enjoys being in charge and constantly searches for new challenges and experiences.
D-type personality traits are characterized by an ability to set realistic goals and a willingness to accept responsibilities.
Dominant individuals are prone to jumping to conclusions and may be perceived by others as self-centered, bad listeners, aggressive, impatient, or harsh.
Individuals with D-type personality traits are efficient communicators. They employ a range of vocal variations when speaking and are often commanding and clear in their communications. As these individuals may tend to declare personal views as facts that do not invite contradiction, they often end up dominating the one-sided conversations they are involved in.
When communicating with individuals with the rarest personality type, it is best and most effective to be precise, avoid repetitions and small talk, and get to the point. The conversation should also focus on solutions instead of issues.
The DISC personality profile assessment can help organizations rebuild their teams, find individuals with the rarest personality type within existing employees, support learning and development initiatives, and much more. However, it is important to keep in mind that the DISC profile assessment should not be used by itself for pre-employment screening as it does not determine an individual’s skill set. It should be used as part of a comprehensive pre-employment screening process.
Originally published November 26 2023, Updated February 16 2024
Harsh Vardhan Sharma, with 6 years of content writing expertise across diverse B2B and B2C verticals, excels in crafting impactful content for broad audiences. Beyond work, he finds joy in reading, traveling, and watching movies.
Personality assessments are a method of identifying candidates whose characteristics match the role and organization’s requirements. Personality assessments help HRs make effective people decisions by placing people in positions suited to their disposition.
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