If you require a reliable approach to figure out how candidates' behavior will affect workplace efficiency, there's one way to do it. The DISC profile test will offer you knowledge about your prospects' conduct, and the information and findings they provide are extremely accurate.
However, only knowing about the DISC profile assessment and conducting the test will not prove beneficial if you incorrectly analyze the results. Read ahead to understand how you can interpret the results of a DISC personality test.
DISC Personality Test - Meaning
HR professionals use the DISC test to learn more about their candidates' behavior in the workplace. Each letter in the DISC acronym stands for one of the four categories of behavior classifications. In addition, the test itself provides further information on how your applicants will work and communicate with the rest of your team.
Interpreting Your Candidates' DISC Personality Test Results
If you wish to interpret the results correctly, keep in mind that for a DISC test, your applicants can be grouped into four basic DISC personality types: dominance, influence, steadiness, and conscientiousness. However, because they will rate themselves on a scale of 'very inaccurate' to 'very accurate,' it's possible that they will fall into a mix of these behavioral categories. Therefore, the DISC personality test has 12 possible outcomes, which are listed below.
High Dominant
These candidates are driven to succeed and focus on accomplishing goals. They work independently and respond well to authority, and enjoy taking on challenging projects that allow them to reach their targets and goals.
Dominant/Influential
These individuals are not only driven by results but also highly enthusiastic about their goals and influence co-workers.
Dominant/Conscientious
These applicants are both determined to succeed and maintain high standards of work. They are also described as perfectionists who aim to use their creativity to complete tasks well.
High Influential
Despite being exceptional communicators, and although they value expressing ideas and opinions, these candidates often fail to be objective.
Influential/Dominant
Though they can be very charismatic, these candidates are slightly impatient and struggle to listen to their team members' opinions.
Influential/Steady
They are sociable and collaborate with their team members well, but are also pretty approachable and empathize with colleagues who might be struggling.
High Steady
The words collaborator and supporter very well describe these candidates. They tend to support others and have a stable and consistent work style.
Steady/influential
They are patient and kind individuals who support their co-workers, often encourage their team and avoid conflicts.
Steady/Conscientious
These individuals are diplomatic and consistent in their approach to team coordination and work. They prefer working in predictable and calm environments, following the lead of others and avoiding uncertain situations.
High Conscientious
Precise, logical, and analytically-minded are all phrases that accurately describe these candidates. They work systematically, putting logic to their decisions and valuing the importance of being accurate when completing projects.
Conscientious/Steady
These candidates understand the importance of attention to detail. They work best in clear and precise environments and prefer a calm, systematic approach.
Conscientious/Dominant
These personalities are result-driven and seek to change existing circumstances, driving productivity or accomplishing their goals.
Discover Assessments, the world's first gamified DISC assessment solution provider, has a gamut of data-driven tests that evaluate different DISC personality types. While evaluating candidates, these assessments facilitate recognizing talented employees from the sea of applicants.
