DiSC® Profiles for Recruiting
Many organizations are using DiSC® profiles to help determine which candidate is the best fit for an open role. However, DiSC® profiles measure an individual's behavioral traits, and tendencies, their personality, and as such, DiSC® does not provide valid information on how an individual will successfully perform in the role.
Additionally, DiSC® profiles are not legally defensible in the court of law if your decision to hire a candidate was based solely on the individual's DiSC profile results.
When assessing potential new hires to determine if they fit the role, multiple data points should be incorporated into the interviewing process:
- Assess the candidate's background to determine if they are a good fit for the role.
- Identify a committee that will interview the candidate to assess qualifications. The committee could include the hiring manager, human resources, a functional leader, and peer.
- Review and gather the feedback from all parties to determine if this individual has the necessary skills.
- As you are conducting these interviews, ensure that all candidates are measured consistently, across the board, to ensure a fair process. Provide interview guides with the same set of questions to measure the individual's ability.
Embed an assessment tool that specifically measures how the candidate will perform in the role based on their current skills and abilities.
To determine if a candidate is a good fit for an open role, you will need to determine the knowledge, skills, and abilities required to perform successfully in the role. In addition, you must assess the core competencies specifically aligned to the role and the core values an individual must possess.
A more accurate tool to assess candidate fit, aligned to a specific role, is the PXT Select® assessment. This assessment utilizes a profile, benchmarked against Fortune 500 companies, to determine how an individual will successfully perform in the role. PXT Select measures thinking style, behavioral traits, and interests required for each role.
Once you have finalized the interviewing process, provide feedback to participants so that they have a clear understanding on expectations as they onboard the organizations or feedback to help them understand why they did not get the role.
Feedback to employees who did not receive the job is critical to help them identify areas or capabilities that will need to be developed and helps them learn how to advance their careers. Feedback can also help these job seekers to enhance their interviewing skills.
Onboarding is critical to the successful performance of new hires in the organization. You've spent so much money to recruit and attract talent that it's imperative that you onboard them into the organization correctly so that they won't quit. Most new hires quit with within the first thirty to ninety days. This is your opportunity to make a good impression on your new hire and reinforce that they have chosen the right organization.
While DiSC® can be utilized to help onboard new hires successfully into the organization, it is not supported as a tool for recruiting. An alternative solution when looking for an assessment for recruiting is PXT Select. The PXT Select report provides you with an overview of how an individual scored on thinking style, behavioral traits, and interests; provides you with a guide for interviewing this individual; and provides a detailed outline of the individual's strengths and opportunities.