Here’s Why You Need a DISC Assessment


Have you ever heard of a DISC assessment? 

Many business professionals have become familiar with the concept as both HR departments and recruiters are now utilizing this tool to better understand an individual’s behavior, strengths, weaknesses, and communication skills. 

If you’re considering taking a DISC assessment or looking to learn more about how it works, this blog has all the information you need.

What is DISC Assessment?


DISC stands for Dominance, Inspiring, Supportive, and Conscientious. 

It’s used as an adaptive psychological tool that focuses on understanding individual behavior to measure personal style. 

This psychographic approach allows you to gain insight into your employees’ behavior patterns to understand specific aspects of the individual such as their decision-making process, communication skills, and even potential biases they may possess.

In terms of application, the most common form of a DISC assessment can be found through self-assessments or feedback collected from colleagues. 

The results obtained from either method provide useful information about an individual’s interpersonal tendencies which you can use to create better functioning teams or even inform recruitment decisions.

To learn more about disc assessment, sign up for a free trial of our course “Mastering Workplace Communication through DISC

How Does it Work?

The questions asked during a DISC assessment vary depending on the provider since each organization may craft the assessment differently. 

However, some general components are included in nearly all forms of a DISC Assessment such as questions regarding how one handles stress or pressure when working within a team setting or individually. 

Additionally, there may also be multiple choice questions asking individuals how they prefer work-related tasks such as setting goals and following through with them.

What Can We Learn From A DISC Assessment?

The primary purpose of this tool is to identify an individual’s characteristics– to better understand their strengths and weaknesses – including:

  • Self-confidence level: By analyzing one’s responses it becomes easier to assess someone’s level of confidence when asked certain questions or working under various situations.
  • Communication style: Different personalities require different communication styles so knowing someone’s tendencies helps bridge any gaps between expectations between two parties engaged in conversation or collaboration to work together effectively.

How to Interpret DISC Assessment Results

Once you’ve taken a DISC assessment or had your team complete one, how do you go about interpreting the results? 

The analysis of a DISC assessment can range from simple to complex depending on the provider’s system.

  • Breaking Down The Categories

The primary data points are grouped into four main categories which include D for Dominance, I for Inspiring, S for Supportive, and C for Conscientious. 

Each category is further broken down into specific traits associated with each level as well as examples of Type A and Type B behaviors. 

Typically these metrics have an easier time assessing individuals who are more extroverted because they involve interpersonal aspects while being less reliable when measuring introverts since they tend to have fewer observations in that department.

  • Evaluating Traits & Tendencies

It’s important to be aware of nuances in assigning labels such as “follower” or “leader” based on results. 

Generally speaking, these assessments should provide directional insight about areas where some may need improvement relative to others as well as strengths that can be leveraged in different ways. 

Additionally, there could also be possible holes within one’s skill set that would not necessarily show up after taking a personality analysis unless it has been specifically designed to do so.

  • Consider The Context Of Your Team

DISC assessments are useful tools but should never be used alone to make decisions about an individual or hiring process; instead, consider the entire context when making decisions related to hiring someone who will be joining your team or promoting an existing employee. 

This means looking at factors such as performance reviews, qualifications, past experiences, and even conversations during interviews – all of which could provide even more accurate information than what a personality test alone could yield by itself. 

After all, everyone is unique and sometimes no amount of data points can truly paint the full picture.


The Benefits of DISC Assessments

DISC assessments have become increasingly popular among businesses seeking to gain insight into how their employees operate. 

Many HR departments and recruiters use this tool as an efficient way to obtain information about a person’s behavior, strengths, weaknesses, and communication skills to make better decisions when it comes to hiring, training, and motivating staff

So what exactly are the benefits of utilizing a DISC assessment? 

Let’s take a look at some of the biggest pros.

Increased Understanding & Improved Communication

By completing a DISC assessment, team members can identify their own behaviors and tendencies which can help them better understand how best to interact with one another. 

This includes not only how they work together but also how they communicate with each other – particularly if members come from different backgrounds or have opposing views on certain topics. 

Knowing someone’s preferences helps bridge any gaps between expectations so that everyone is on the same page when it comes to working together more effectively.

Extended Insight Into Team Members & Candidates

A DISC assessment provides tremendous amounts of data points that allow recruiters/ teams to gain extended insight into potential candidates as well as current team members. 

By studying the results provided from these tests it becomes easier for you to understand an individual’s behavior patterns which you can then use for making better-informed decisions such as assigning roles or even developing training modules tailored specifically for each employee based on their specific needs.

More Focused Recruitment Decisions

The results generated from a DISC assessment are particularly helpful when making recruitment decisions.

This is because they provide additional information beyond simple job qualifications or interviews that could potentially help whittle down potential applicants to fulfill exact specifications for positions within an organization more efficiently than traditional methods oftentimes don’t capture. 

Additionally, having this type of data readily available makes it easier for decision-makers to weigh out options before settling on who would be the best fit for their company culture-wise as well as skill set-wise.


Taking a DISC assessment can help researchers gain insight into an individual’s personality type without needing face-to-face interaction.

Thus, providing valuable data at no cost and expanding possibilities beyond traditional surveys while potentially saving time and resources than would be required if interviewing candidates directly at length. 

Use this data wisely though as there should always be other factors considered before making any assumptions about who would make the best fit for your organization!

Relevant Articles

Find Out Someone’s DISC Personality Type Just by Looking at Their Work Space

DISC Test: What Is the D/C or Challenger Personality Type?

How to Use the DISC Test In Hiring

DISC Test: What is the D/C/S Personality Type (Manager)?

Using the DISC Personality Test

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