![]() ![]() Influence: If you score high for influence, you have a knack for influencing other people with your enthusiasm and energy.This personality type values action and personal freedom and dislikes being taken advantage of. They tend to be outspoken, confident and are motivated by success. Dominance: An individual who scores primarily in the “D” category is results-focused.It does this by looking at four different aspects of your personality: The assessment measures your behavior patterns. The assessment is often used as part of a workshop or sales training class. You can use the DiSC assessment as a personal assessment, and workplaces can use it to improve team performance. Instead, it looks at indicators like how you respond to challenges and how well you work with others. The DiSC assessment looks at aspects of your personality and doesn’t measure intelligence or aptitude. The test has helped over 40 million people understand their personality type better. Over the past 40 years, the publishers of the test have continually updated and improved the DiSC assessment. In the book, he explained his theory that people generally display one of four behaviors. In 1928, Marston published a book called Emotions of Normal People. The DiSC assessment was built on William Moulton Marston’s model of behavior. The information you receive can help you both in your personal life and your work performance. The DiSC assessment can help you increase your self-awareness, communicate more effectively with others and improve your decision-making skills. This means that you can decide for yourself which traits are valuable based on your own opinions and successful members of your team, and to what percentage each trait is preferred on a customized benchmark, allowing you to find exactly what you need in an individual for the role you’re hiring for.The DiSC assessment looks at aspects of your personality and allows you to truly thrive with increased self-awareness of your communication style and work performance. Designed with hiring in mind, the assessment allows you to customize your benchmarks. Here at Prevue, our rigorously-validated personality assessment is based on the Five-Factor Model. This enables you to compare an individual’s results to the desired results for a role, thus determining their suitability. Aside from going into greater depth and accuracy, pre-employment assessments allow you to view the necessary personality traits for a wide range of job titles. More to Pre-Employment Testing Than DISCįortunately, there are different personality assessment models outside of DISC that can show dramatic benefits in hiring. The DISC assessment doesn’t provide this necessary level of depth for making an informed hiring decision. For example, a steady person could take a pre-hiring test and be shown to be 90% relaxed and 60% cooperative, when instead you may be wanting someone who is more cooperative and a little less relaxed in the workplace. Let’s say you’re looking for a highly “steady’ individual for a role – somebody may take the DISC assessment and be shown as a steady person, but that doesn’t tell you what specific traits they do or don’t have in relation to steadiness. The next reason the DISC assessment is not recommended as a pre-hiring tool stems from the lack of a spectrum. Without a spectrum, anybody taking the test will not receive percentages for their personality traits. As a result of this, you will not be able to gauge yourself accurately enough to know whether or not you’re a good fit for a position. So, while it may tell you that you fall strongly under the dominance category, it will not tell you how dominant your personality is in comparison to others on any kind of spectrum. To explain why, first of all, the DISC assessment does not compare an individual to the general population. The creators of the product even stated this themselves to those who wish to use it as such. It can (and often does) go unrealized that the DISC assessment was not created as a pre-employment tool, therefore it does not serve as one. While the DISC assessment has its great many uses, it’s a common error to use it as a means of determining someone’s suitability for a position of employment. However, while it is useful for looking into an individual’s personality type, using it for hiring or pre-hiring purposes is a different matter altogether. ![]() ![]() The name itself stands for the four personality traits: Dominance, Influence, Steadiness, and Conscientiousness. The DISC Assessment is an effective personality assessment tool and definitely has its uses in the workplace. Why The DISC Assessment Should NOT Be Used In The Hiring Process ![]()
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