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DISC Assessments - Recruitment Process

Benefits of DISC Assessments in your Recruitment Process

Can I use DISC Assessments in the Recruitment Process?

DISC Assessments have been widely used in Recruitment for years. This is partly due to their ability to provide you with a clear understanding of an individual’s natural behavioural style and the types of tasks and activities they will feel comfortable undertaking. This is hugely valuable when evaluating job fit for a role.

DISC Assessments can be used in all parts of the recruitment process including:

  • Identifying candidates match job requirements
  • Onboarding and training
  • Learning and development 

How are DISC Assessments used in Recruitment?

DISC Assessments Recruitment

That ‘gut feeling’ alone is not enough to ensure you recruit the most suitable candidate for a role. We all know that a candidate can present at an interview in the way they feel is most relevant for the role as they ‘sell themselves’ to you. But the reality can be very different. Extended DISC® Assessments will empower you to make an informed selection by the addition of Recruitment Reports to your HR toolkit.

Features such as Job Templates can help to highlight candidates who score highly against selected competencies.

Recruitment DISC Assessments can also assist with the On-Boarding Process and allow you to recognise a candidate's learning style as well as their preferred job content.

What is the Benefit of DISC Assessments?

Using DISC Assessments can increase the job satisfaction employees and retention rate of new recruits. 

DISC Assessments can also significantly decrease the cost of hiring. This is exemplified by the Jack Altman, the CEO of Lattice who suggests "a company with over 150 employees, and an 11% annual turnover, that spends approximately $25k to hire one person, and spends $10k on each of turnover and development, and loses $50k of productivity opportunity cost on average when re-recruiting a role" would have an annual cost of turnover of about $1.57 million.

Hiring Process

The Huffington Post also claim that "reducing this by just 20%, for example, would immediately yield over $300k in value."

DISC Assessments can significantly decrease this cost, a client of our Polish Franchise Partner noted that 50% of candidates did not continue work after a 3 month trial period. However, after completing Extended DISC Assessments, 22% of candidates did not continue work after 3 months trial period.

How can I find out more?

To find out more about how our Recruitment DISC Assessments can help empower you and your clients to get the best from people, improve performance and the bottom line, get in touch with us using the form below. We would love to hear from you. 

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Our goal is to provide our clients with the information they need to keep their best and brightest motivated and make the most of their strengths
Extended DISC International Jukka Sappinen
We use HR Profiling Solutions exclusively for the psychometric profiling of all of our staffing candidates.
Enterprise Recruitment Steve Martin
The versatility of the Extended DISC® tool to create instant reports on team dynamics and work pairs with no need for additional data input or participant surveying is another reason this is our DISC product of choice.
Pfizer, Inc. Ashley Miles - Director, Worldwide Learning and Development