DISC Personality Test – Pre Employment Profile Testing For Employers
Aptitude Analytics – Your DISC Assessment Provider
How does the DISC Personality Test help businesses?
Whether used as pre-employment testing or down the line in delineating managerial roles, the DISC personality test is an extraordinary tool that can save valuable time. This time-proven tool, with it’s employment screening services, will help select candidates with the greatest potential to succeed, identify areas for improvement with existing employees and enable managers to more effectively coach and train their staff to higher levels of efficiency and performance. In addition, organizations who embrace and utilize DISC assessment often benefit from improved communication, less conflict, more effective teams with greater cooperation, improved financial performance and more.
Developed by American psychologist Dr. William Moulton Marston, DISC theory is a “method of identifying predictable actions and personality traits within human behavior.” Through his research at Harvard University, Dr. Marston arranged these predictable personality traits into four DISC personality types.
Marston’s DISC theory was then developed into a behavioral assessment tool by industrial psychologist Walter Vernon Clarke. The basic idea is that though human behavior can be complex, it can actually be quite predictable. DISC profile test is used to create a picture of an individual’s unique personality and take into account how their personal blend of traits affects their actions day-to-day, personal preferences, communication and organizational skills, approach and response to conflict, and behavior in many other situations. It’s a tool that has been used in numerous disciplines to better understand individuals and how they operate in an effort to improve performance and reduce conflict, which makes it an important personality test for employment. Understandably, the DISC test has been a valuable employment assessment test for companies and the business world writ large and has been used for over 30 years.
What are the DISC traits?
The DISC theory maintains that everyone’s personality is made up of a blend of all four DISC styles, with one, two or three styles usually standing out amongst the group in the personality test. No trait is objectively better or worse than another, as is true for any particular blend of styles. They are simply components of a personality makeup, the understanding of which can be extremely valuable to businesses and managers in their drive for smarter employee hires and improved workplace dynamics and productivity.
The Dominant style is direct, decisive and outspoken. This style describes people who are problem solvers, risk takers, self-starters, innovators and bottom-line organizers. Because of the aforementioned traits, this style can be averse to routines, take on too much at once, overstep authority and be argumentative. This style is motivated by challenges and responsibility and the freedom to work on new tasks in new environments.
The Influence style is trusting, active and accepting. This describes people who are outgoing and lively, enthusiastic, optimistic, trusting, persuasive, talkative, impulsive and emotional. This style makes for creative problem solvers who excel at motivating others. The Influence style is positive, adept at negotiating conflicts and seeks to make peace. Because of a desire for amicability, this style can tend to ignore actual results and not be very detail oriented. This style is motivated by praise and acceptance, prefers a friendly environment free of too many rules and differs to other people to handle thorny details.
The Steadiness style is thoughtful and accepting and describes those who are gentle and patient with others. This describes people who are good listeners and team players, people who are steady, predictable, understanding and reliable. This style is compliant with authority, empathetic and skilled at solving conflict. The Steadiness style—as you might guess—is resistant to change and can take a long time to adjust. This style is sensitive to criticism, tends to hold a grudge and has difficulty setting priorities. Those with Steadiness as a standout trait are motivated by security, loyalty and recognition for dependability, and excel in tasks that can be started and finished with visible results.
The Compliant style is thoughtful, analytical, systematic, reserved and precise. This describes people who have high standards, even tempers and an anchored perspective, who work methodically defining situations, gathering information, criticizing and testing. This style often needs assigned boundaries and can tend to get lost in the details. The Compliant style is averse to criticism, not the best in communication and will often give in rather than argue. They are motivated by detailed tasks, the logical organization of information, limited interaction and a high standard of quality.