Making sure you hire the person who fits your organization can save you thousands of dollars. The average cost to rehire an employee is 25 to 250 percent of his or her annual salary. Therefore, DiSC® profiles are often used as part of the hiring and onboarding process for a new employee. Use DiSC to understand how employment candidates fit with your company's culture and current employees.
If you're looking for a new job, you may find a DiSC profile helpful for identifying behaviors you'll want to highlight in an interview or on a resume. DiSC profiles identify key words to use to describe yourself in a resume, as you update your LinkedIn page, or when preparing for an interview. The profile also identifies your stress points and motivation.
- DiSC is not recommended for pre-employment screening because it does not measure a specific skill, aptitude or factor specific to any position. Personality assessments should only be one of many factors considered in the employment decision.
- DiSC is not a predictive assessment so assumptions should not be made regarding an applicant's probability of success based solely on their style.
- We recommend using a pre-hire assessment validated for selection - PXT Select
DiSC describes one's work behavior patterns or style. A person’s DiSC style should be used as only one data point in the hiring process. DiSC can be helpful if your organization has a thorough understanding of your open position's responsibilities, the competencies necessary, the behavior traits correlated with these roles, and the company/department/team's group culture. The DiSC profile results can provide valuable insights that can contribute to a hiring decision.
Choosing a hiring assessment
Using DiSC to prepare for an interview
Using DiSC in the hiring process
Using Everything DiSC Profiles for onboarding
Make the right hire
How we used PXT Select™ before hiring and after
Using assessments in hiring