The DISC personality test, and the DISC personality profile that is developed on the basis of the answers to the test questions, are among the best known and most widely used psychometric assessment and behavioural analysis tools on the market today. And there’s good reason for this. Organizations that use the DISC personality test and profile have found them to be highly effective at accomplishing a handful of important objectives – among them:
- Make more accurate hiring decisions
The DISC personality test and profile provide hiring managers with useful insights into job candidates’ behavioural drivers and enable them to hiring decisions that are based on objective data that can reasonably accurate “predict” a candidate’s future job performance.
- Improve the productivity of the workforce
The DISC personality test and profile tools helps managers and supervisors meet the precise “soft skills” developmental needs of candidates and employees by pinpointing deficiencies in their actual soft skills inventories and those needed for a specific role
- Improve communication and cohesion among team members
The DISC personality test and profile are extremely useful to individual who work in teams because it can help them understand and adapt to the communication preferences of their fellow team members, all but eliminating one of the greatest sources of conflict among people on a team
- Ensure positive results from the process of planning for succession
The DISC personality test and profile system help to ensure seamless transitions by building out holistic profiles of key leaders and top performers so that when change happens, there is clarity around all of the key skills, knowledge, and behaviors required for success in any give role
Reduce employee turnover
The DISC personality test and profile helps to improve employee retention by both ensuring that the right people are hired in the first place – people who are not only willing and able to do the job they’re hired to do, but happy to do it – and that interpersonal conflicts that commonly lead to disengagement – and resignation or termination – are minimized or avoided altogether
Because the DISC personality test and profile tools, have such a wide range of applications, they should be considered to be required tools in every organization’s human resources toolkit. And yet, this is not the case, due, in no small part, to the fact that the DISC personality test and profile are widely thought of as “nothing more” than HR tools. And, as is often the case with HR tools, they are typically seen in terms of what it costs an organization to test and profile employees (in addition to the costs of training a manager to objectively and accurately interpret the profile data).
But if you start to consider the fact that the DISC personality test and profile system helps organizations address many personnel issues that have a direct impact on the bottom line – bad hiring decisions, employee conflict, employee attrition, and so forth – then you can start to see the tools for what they really are: tools for improving an organization’s profits.
Once human resources leaders begin to talk about tools like the DISC personality test and profile in terms of what they add to an organization’s bottom line – as opposed to what they take – then the DISC personality test and profile system will finally become standard tools in every organization’s human resources tool kit.