Use of DISC Profiling in Recruitment
Employees are supposedly the most precious and valuable assets of an organization. Growth of any organization is directly proportionate to the ways employees contribute to it. An organization can achieve its desired goal by Recruitment quality employees with right skills, knowledge and more importantly the one who will fit in the culture of the organization and remain loyal.
Therefore, recruitment plays a vital role and becomes a tough task as it would impact work performance and the cost incurred in recruitment. A good recruitment would select a candidate with right knowledge, skill and the one who will be the right fit for the job and that too of course at the minimum cost.
However, recruitment should not just involve matching of right skills and knowledge with the job requirement; but it should also look at the psychological factors of the candidate. While a candidate with right set of skills may join the organization his behavioral pattern could be totally different as compared to the organization’s culture as well as to the job involved – and this could pose a critical issue.
A very common case of manipulation happens when candidates do some research on the interviewing company and then respond to every question asked in manipulated manner in order to increase chances of selection and sometimes these people get selected too. All they need is to fake or manipulate for 30-40 minutes. These types of misfits usually give a lot of problems like attrition, job title mismatch, lack of interest in the work etc.
Can this be eliminated completely? Perhaps not – can this be avoided at least? – Absolutely yes! Answer is DISC profiling. DISC is acronym for four personal traits viz. Dominance, Influence, Steady and Compliance. It is a personality assessment tool that helps to judge the behavioral pattern of a candidate which then can be matched with the job requirements and the best match can be selected. DISC profiling could help tremendously during recruitment when used appropriately and in correct manner.
DISC profiling is a tool which facilitates understanding of human behavior and personality of an individual. It basically indicates how a certain person reacts and would possibly react to certain conditions. It provides information about individual’s behavioral style, strengths, skills, direction of opinions, perceptions, expectations and sources or causes of motivation.
DISC was created on the idea that all the individuals exhibit one of the four types of behaviors but to a different magnitude and mix.
D stands for Dominance: Individuals who are D type are dominant, direct, and decisive and result driven. While talking they usually cut the crap and directly come to the point. They like to be independent and have strong will power, take quick actions and demand results. They like making decision for themselves and the bottom line too. Whenever a person on the job is required to be decision maker and ownership taker – usually in senior management position, this trait is the one to look for.
I of Influence: People who are persuasive, energetic, friendly, outgoing and enthusiastic. They prefer socialising and sharing of thoughts. When talking these individuals may usually talk lot more about other things apart from main discussion point. Most of it could be categorised as a part of small-talk.
S for Steadiness: These are the individuals who are consistent, helping, good listeners, typically less talkative and believers of facts and figures. People who exhibit this trait do not believe on just talks and speculations but depend on hard facts and figures and are rule followers.
C of Compliance: Usually cautious and concerned. The main motivational factor for their work drive is fear of failure or anything else; such that one would do something only because to avoid negative effect of it.
It may not be appropriate to say which of these traits cause people work best as it totally depends upon the nature of work and environment they are part of.
DISC can be used for many applications in an industry but the most important and effective use can be in recruitments. As it can help in identifying blueprint of the behavior pattern of the person along with his/her approach towards life and work as output. With the help of this profiling we can also identify the fake behavior of the candidate in an interview – this is the power of all the psychological tests anyway. And therefore we can match the temperament of the individual with that of job profile for correct match.
A set of psychometric questions are used during DISC profiling test as part of recruitment process. Responses are then analysed in specific manner to get the results which indicate the most prominent factor and the least prominent factor. It usually provides prioritised sequence of all four characteristics such that – if a person is less dominant but highly methodical results would show SICD. Or someone who is more of social in nature and can dominate in certain situations but never works from risk avoidance perspective would show IDSC.
This is how DISC profiling can help organizations to put right person for the right jobs and thus avoiding round pegs in square holes which is one of the typical industry issues in employee engagement space.
DISC profiling is the tool that helps to hire the correct employee for an organization according to their culture and need. It does not measure skills, qualification or intelligence. Rather it checks the more important aspect which is personality and behavior of an individual. This not only can save costs, efforts and time of recruitment but also can increase effectiveness of every employee and so the organization.
- by Amisha Singh