The DISC Test

The DISC test is widely used in personnel selection processes as it is easy to administer and very comprehensive. This test has been translated into several languages such as Chinese, English, French, German, Japanese, Norwegian, Danish, among other languages.

Several research papers name it one of the most used tests worldwide, and its results tend to be independent of demographic factors. For example, there are investigations carried out in various states of the United States, and the differences are not significant. The same happened with people of Australian origin who took the test adapted to the United States; they obtained the same results as the residents of this country. On the other hand, it does not distinguish gender, since the variability between genders is less than 1%, a scientifically irrelevant percentage.

Another reason to use it is that it is one of the tests that provides the most information about personality styles. This allows the interviewer, taking into account the skills and competencies required for a particular job, to determine whether that person (beyond their knowledge) is the right person for a specific job vacancy. For example: no one would want to have a highly introverted salesperson who has difficulty communicating and is not very social.

In addition, the DISC test gives us an overview of the personality, which provides information about their skills and underdeveloped aptitudes. Having a test of this type makes it possible to know if the person can continue to grow within the company in which they were selected and what would be the best positions (in the future) for that candidate. It also makes it possible to know the benefits that the company will get from hiring a person with these personality traits. It is one of the favorite tests of recruitment professionals, along with the 16pf and Myers-Briggs. It can be applied using paper tests or an automated testing platform such as Evalart.

The test is called DISC because these are the first letters of the following concepts that it evaluates:

• Decision: how the interviewee responds to various challenges.

• Interaction: how the interviewee relates to other people.

• Serenity: how the candidate responds to the rhythm of the diverse situations and circumstances around them and to changes.

• Compliance: the way of responding to the norms and rules established in society.

The following is a detailed description of the different personality types that the DISC develops and what their skills are, along with their difficulties. This will give us a more complete idea of the importance of using this test in selection processes.

D: Decision: Type D personalities are people who tend to be independent, confident, and outspoken. They feel comfortable competing with others in tournaments or championships and are even usually characterized by analyzing (or over-analyzing) the different exercises, actions, or problems proposed by the championship.

Often, they can push other people to perform actions that they consider, always maintaining control in the situation. Because of the above, they tend to prefer leadership roles in the groups to which they belong. They can be great strategists and, in general, do not make decisions based on their emotions but are very objective in their decisions.

Four traits that could identify a Type D personality would be: competitive, determined, adventurous, and ambitious.

Their communication style is efficient. They tend to give short answers or directions, preferring communication without too many details. They focus on results, not on the method they use.

Finally, they are people who enjoy physical activities, especially those activities that involve competing with others.

I: Interaction: people with this personality type are trusting, friendly, and approachable. They tend to feel very comfortable in social life, so they always incorporate more people into their social circle, and in social situations they have no difficulty engaging in conversation with strangers.

People with an I personality tend to multitask and be involved in several projects at once. They are not afraid of starting new projects or new ideas.

In terms of communication, they tend to talk, and a lot, on various topics. They are very expressive; they tend to use non-verbal communication to reinforce what they are saying. They are very collaborative people but do not feel comfortable making decisions, as they tend to be very mindful of how they are perceived socially.

At work, they tend to take into account (and work on) a positive and healthy environment. They tend to feel comfortable in collaborative work situations such as brainstorming, and they tend to do many things at once and very fast.

S: Serenity: they are reserved, coherent, and patient people. They are calm people with very good listening skills. They prefer stable environments or situations.

They prefer to belong to small groups and are very loyal in their relationships. Although they are usually open to meeting other people, they need to analyze the situation. Once a bond has been formed with S-type people, they work hard to maintain the relationships they have built.

In terms of their communication, they are usually soft-spoken. They tend to prefer to generate trust and warmth through meaningful communication. Their reserved qualities can come across as formal or they can even be labeled "cold."

Professionally, they are people with very good diplomatic skills. They are tireless workers and tend to balance the more extroverted or analytical personality types. They respect their colleagues' space and rarely interrupt in order to impose their ideas. Stability and routine motivate and energize the work of S-type people.

C: Compliance: they are extremely analytical people, preferring processes and rules. They are ruled by logic, so much so that they do not tend to be afraid or reluctant to change an idea if logic dictates it.

They tend to be enterprising and innovative and are always looking for new solutions to the various problems or situations they face. They tend to prefer independent work and to focus on a single problem rather than multitasking.

They are usually so stable and rule-bound that they tend to have an almost robotic demeanor (or diction). For these people, facts are facts, so it is hard to hold a conversation about subjective matters such as emotions or feelings. They will use logic even to explain the facts of their life.

As logical people, they tend to be very suitable for mathematical jobs and are even great personalities for making and enforcing laws, as a judge would, for example.