Predict and hire the right candidates for your open job positions by analyzing their behavior patterns, core values, and other crucial personality traits, all by using our DISC assessment.
what is the DISC assessment?
DISC assessment is more like a comprehensive gauge to determine the personality traits, like leadership, communication, social skills, influencing ability and analytical skills, of any candidate. It methodically measures a candidate on four parameters: dominance (D), influence(I), steadiness (S), and conscientiousness (c). Following is the detailed description of D, I, S, C:
dominance:
This measures a candidate’s assertiveness! It means the candidates with dominance factors often tend to accept challenges and see the bigger picture or hidden opportunities. This aspect of the test will also test if the candidate is blunt, frank, sceptical, or fast-paced at times. Candidates who have dominant personality traits are proven to be more confident and result-driven in the job.
influence:
Attaining high influence scores implies that a candidate is inclined towards persuading or influencing other people. This aspect of the test will measure if a candidate shows enthusiasm, is optimistic, and open to collaboration. The influence scores will also specify if a person dislikes being ignored or discounted. Candidates with an influential personality are often fast-paced, sociable, and accepting.
steadiness:
The steadiness scores of the DISC assessment measure if a person prioritizes cooperation, dependability, and sincerity in the job. You will also determine if the candidate is supportive, calm, and organized, while holding onto an accommodating and gentle personality. A person with a steady personality will foster patience, stability, and reliability. Such people can be great team players.
conscientiousness:
This part of the test measures a candidate’s dedication towards achieving accuracy and quality in tasks while showcasing competence and expertise. Scores of conscientiousness will reflect a candidate’s personality traits, such as objective reasoning and independent decision-making. Candidates with a conscientious personality are often detail-oriented, logical, analytical, private, systematic, and meticulous in everything they do.
why use DISC assessment in hiring?
✓ know the core values of the candidate
By letting the candidates take the DISC assessment, you will have a better insight into their core values and whether or not they align with your company’s expectations.
✓ better prediction
You will be at the helm of making accurate predictions concerning the suitability of a candidate and whether he/she can contribute towards improving your team dynamics.
✓ improves team dynamics
This assessment will help your recruiters hire candidates who can contribute immensely to your high-performing and dynamic teams.
✓ identify role alignment
The DISC test will determine if a candidate’s personality aligns with what the job role and work culture demand.
✓ enhanced communication
By utilizing the DISC assessment, you can get a better understanding of a candidate’s communication preference and how to improve it.
✓ encourage confident decision making
With the DISC test, candidates will also be tested with respect to their confidence in making important decisions at work.
✓ leadership training
If you are hiring for leaders in your organization, the DISC assessment will help you identify confident and impactful candidates.
✓ management training
Using the DISC test, you can teach your managers to effectively develop, engage, and motivate their staff members.
✓ conflict management
Test the candidate’s conflict management skills, alongside emotional intelligence, using the DISC assessment.
✓ personal development
The DISC test results will help candidates learn more about their own personality and work on improving the traits, if necessary.
roles for which you can use the DISC assessment
leadership and management roles
sales roles
marketing roles
customer service roles
the process of conducting and utilizing
DISC assessment
1conduct the test
Using the Ducknowl’s DISC Assessment personality test, you will be evaluating if the shortlisted candidates fit into the four preferred reference personality styles. An adaptive DISC test will take around 20 minutes and will have around 25-80 questions.
2analyze the personalized profile
Once the test is completed, a personalized profile will be created for candidates, which will be automatically shared with them. This report will reveal the candidates’ behavioral or communication style, team player qualities, engagement strategies, and more.
3make the hiring decision
Using the DISC assessment result, followed by other candidate screening parameters, you can decide whether the person is eligible for the role or not. The test result will also help you determine if there is scope for improvement in a candidate’s personality through in-house training and mentoring.
our DISC assessment platform across industries
our DISC assessment platform across industries
about the creator of ducknowl’s DISC
Assessment
Andrijana Pujic is a certified psychometrician with more than 15 years of experience in creating diverse cognitive and personality instruments. She has studied psychology at the Faculty of Philosophy in Nis from 2006 to 2012, and attained her Master’s degree. Psychometry was one of the important parts of her career studies, following which she also took different courses on HR development.
Her efforts in conducting assertiveness training, workshops, and market research made her the right fit to not just help companies pick the right talent but also improve the industry standards in candidate hiring. After attaining her Master’s degree, she became a Psychology teacher for high school students, and also used her psychometric knowledge to create personality trait hiring assessments.
Companies have adopted her assessment instruments for assessing financial controllers, managers, sales personnel, administrators, and IT professionals. So far, she has been designing tests to determine personality qualities of candidates that can ensure culture fit, dedication, and performance.
In pursuit of that, she dedicated her expertise and subject matter knowledge to create the DISC Assessment for Ducknowl. She created this test with a vision to assess the behavior, communication, leadership, analytical and other such personality traits in candidates, determining if they align with the roles & responsibilities that a job demands.
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DISC assessment test Frequently asked questions
