How to Use DISC in Recruitment

An interesting fact about MaxieDISC® is that one of the reasons the test was created was recruitment. In the past, I worked as a manager at a recruitment agency that ran into a whole series of problems related to hiring candidates. The first thing I did was take a close look at the recruitment process, and it essentially consisted of just two elements: a CV review and a job interview. It often turned out that candidates were a poor fit both for the position and for the company they were being hired into. This naturally resulted in very high turnover and, for the company I managed, in financial losses.

I started wondering what could be done differently and better, and it occurred to me that using a tool like DISC could be a huge help. It turned out I was right. Changing the recruitment process and incorporating DISC tests into it — in this case MaxieDISC® — improved our recruitment results. Before we introduced the tests, as many as 45% of candidates were let go or left within the first three months. After implementing the solution, that figure dropped to 7%.

How Does DISC Help Recruiters?

With the DISC test we can learn a great deal about the people applying for a position. It allows you to:

• understand a candidate’s working style
• assess their fit with the team
• anticipate their communication style
• assess their fit with the role
• identify the candidate’s strengths and weaknesses and thereby help them settle into the job faster

Matching Styles to Roles

When hiring, a good match between the candidate and the role is crucial. Behavioural styles influence our preferences for the work we do. For example, people with Style C (or with this style as one of the dominant ones in their natural behaviour profile) enjoy independent, analytical work that requires concentration. They feel comfortable and perform well in roles such as accountant, financial analyst, marketer — particularly in work involving analysis — and controller. By contrast, a Style I person will feel great in roles that involve contact with lots of people, such as a salesperson (for instance in a shop, where you have to interact with customers), teacher, entertainer, event organiser or personal trainer.

Of course, as human beings we are able to adapt, but it is far healthier and more effective to look for work that is connected in some way to our natural talents. This saves us stress and unnecessary strain in our professional lives.

DISC and Team Building

DISC can also help with the deliberate planning of a team. The best teams are diverse ones. To be able to work in a diverse team, however, mutual understanding is essential, along with learning to draw on that diversity rather than letting it breed frustration. Team building will be the subject of a separate article, or rather a series of them.

Why Do Companies Use DISC Tests?

In fact, you could just as well ask, „Why do outstanding leaders use DISC?” They know full well that the cost of hiring and training new people is far higher than the cost of keeping a good employee. They know it’s worth putting more effort into the selection stage, as this saves both time and stress later on. They see benefits such as better communication within the team, lower staff turnover and higher productivity.

How Can We Help?

We can support your company both in the recruitment process and in building your team. We help design processes and train employees so that they understand one another better. If you’re interested in talking about this, write to us at office@maxiedisc.com