What is DISC personality profiling? DISC stands for Dominance, Influence, Steadiness, Compliance. The DISC model was developed by Dr. Robert B. Dienstag in the early 1970s. He noticed that some employees would consistently perform well at their jobs, while other employees would always fail. This led him to develop a simple method for identifying these two types of workers. Learn more: https://blog.hirenest.com/disc-and-pre-employment-screening/
DISC is a tool that helps employers identify potential problems before they occur. It also provides insight into how to motivate and manage each employee. DISC has become one of the most popular tools used by organizations today. Companies like Google, Microsoft, Apple, and many others use it to help them understand their workforce better.
Why You Shouldn't Use the DISC for Hiring
The DISC model was developed by psychologist William Moulton Marston (1893–1947) who believed it could help people understand personality traits. He thought that each person had four different “domains” which were made up of two opposing characteristics. These domains included Dominance/Submission, Autonomy/Shame, Competence/Incompetence, and Self-direction/Order. You can find out more in our article: https://blog.hirenest.com/disc-and-pre-employment-screening/
This model has since become widely used in business settings to predict job performance. It’s often applied to hiring decisions because it helps managers identify potential employees based on their strengths and weaknesses. But this approach doesn’t always work well. For example, if you ask someone to rate themselves on a scale from 0 to 10, they might give themselves a score of 5 out of 10. That means they think they’re average at best. But if you asked them to rate themselves on a 0 to 100 scale, they would probably give themselves a higher score.
The problem with using the DISC model to hire employees is that it assumes everyone is equally competent. In reality, some people are better than others. If you only look at one domain, you may miss out on valuable information. So instead of relying solely on the DISC model, I recommend looking at all four domains.
Which Assessments are Legal for Hiring?
The legal requirements for hiring vary from state to state, but generally speaking, employers must follow federal laws regarding employment discrimination.
For example, if you want to hire someone based on race, gender, religion, national origin, disability status, age, sexual orientation, etc., then you may not be able to legally do so.
If you are looking for a job, it’s best to check out local listings first. This will help ensure that you don’t waste time applying for jobs that aren’t available. It’s also important to know what types of positions are most likely to come through online searches.
The U.S. Equal Employment Opportunity Commission (EEOC) has issued guidance stating that “n employer cannot require or expect employees to engage in illegal activity.”
In addition, the EEOC states that “an employee who engages in conduct protected by Title VII does not violate his or her employer’s anti-discrimination policy merely because he or she violates another law or regulation.”
Ways to utilize a DISC assessment of your employees
The first step is to identify what type of leader you want to become. Do you want to be a leader who inspires others? A leader who leads by example? Or do you want to lead from behind the scenes?
Once you know which leadership style you prefer, you must then determine if it's appropriate for your organization. If not, you may need to work on becoming a different kind of leader. The DISC model was developed by Dr. David McClelland at Harvard University's Graduate School of Education. He used his findings to design a series of assessments that could be administered to groups of people to determine which personality traits they possessed. The DISC Model has since become one of the most widely used models in organizational psychology.
It is important to note that the DISC assessment is only useful for identifying strengths and weaknesses within individuals. It cannot tell us whether we should hire someone or promote them. This is where the Myers Briggs Type Indicator (MBTI) comes into play. The MBTI is a psychological test designed to help employees understand their personalities better so they can perform well in their jobs. It consists of 16 pairs of statements describing two opposite characteristics. For each pair, respondents choose either "I am like this" or "I am not like this." Each person receives four scores based on their responses to the sixteen statements.
These scores are called preferences. The MBTI measures four types of personality traits: extraversion, introversion, sensing, and thinking. Extraverts tend to be outgoing, talkative, and sociable; introverts are quiet, reserved, and often shy. Sensors focus on details and facts; thinkers look at big picture concepts. In addition to the MBTI, there are several other personality tests available to assess your employee's personality. One of the best known is the Enneagram, which is a nine-point scale that helps people understand their personal patterns and tendencies. Another popular tool is the StrengthsFinder, which identifies eight key areas of strength and weakness.
There are many different ways to interpret the results from the MBTI. Some companies use it to determine job roles, others to identify potential conflicts between co-workers. But most importantly, the MBTI can help managers understand what motivates their staff members and how to motivate them.
Conclusion
A pre-employment screening (PES) program is designed to identify individuals with potential problems prior to hiring them as employees. It's also used to screen out those who may pose a risk to themselves or others. PES programs typically include background checks, drug tests, psychological testing, polygraph examinations, credit history reviews, references, and interviews.
The first step in any pre-employment screening process is to determine if the individual has a criminal record. If so, this will prevent him from being hired. In addition, employers should check whether the applicant has ever been convicted of a felony or misdemeanor involving violence against another person. This includes domestic abuse, assault, murder, escape, illegal possession of firearms, explosives, narcotics, obscenity, or any other crime that involves violence or threat of violence. If you want to know more about DISC And Pre-Employment Screening: Why You Should Not Use DISC for Hiring in 2022?, read this article: https://blog.hirenest.com/disc-and-pre-employment-screening/