Cleaver Test: DISC Behavioral Profile

The Cleaver test is a behavioral test that can be administered by the subject themselves. This test is single-selection and is used to understand workers and employees. It is one of many variants of the DISC Tests. If you are looking for a DISC Test to administer online, we recommend you take a look at this one: Online DISC Test.

The test is very similar to personality tests, except that it evaluates how employees act beyond how they think.

Consequently, it helps identify the best applicant for a specific position. It measures the degree of compatibility with the job. That is, the relationship between the behavior required by the position and the behavior the applicant for the job exhibits.

The Cleaver test is of primary importance for the Human Talent Development department, especially for the personnel selection process, when a description of what is being sought for a specific vacancy is available. The test is based on the DISC theory (Dominance, Influence, Steadiness and Compliance).

DISC Theory

DISC theory, developed by Dr. William Moulton Marston at Harvard University, is a method for identifying predictable actions and personality traits within behavior. Marston reduced these predictable personality traits to four DISC personality types.

DISC is an acronym made up of the 4 personality styles that make up this behavior model:

• Factor D – Dominance

• Factor I - Influence

• Factor S – Steadiness

• Factor C - Compliance

The DISC test measures how an individual responds to problems and challenges and whether their concern is oriented more toward the end results than toward the way of achieving them.

Factor D – Dominance

In this behavioral profile, more emphasis is placed on the results themselves than on how they are achieved.

Factor I - Influence

It measures the individual's relationship with other people and the level at which they can influence them. It is possible to know whether an individual is extroverted, communicative, assertive or optimistic at work, and to what extent.

Factor S – Steadiness

The S factor analyzes and evaluates the individual's response to changes in their environment and the pace at which they respond. It is possible to determine whether the individual knows how to pay attention and listen properly. It is also possible to determine their ability to work well under a lot of pressure or stressors.

Factor C - Compliance

It measures the level at which an individual responds to established procedures and rules. It is possible to determine whether the individual is detail-oriented, persevering, or analytical.

What Does the Cleaver Test Measure?

It describes behavior from the dimensions of Dominance, Influence, Steadiness, and Compliance, resulting in a deep description of the position, the required competencies, and the applicant's behavior from the aforementioned dimensions.

Dominance is related to the drive to achieve results in opposing circumstances. Influence, meanwhile, is associated with the level of persuasion exerted on individuals to act in a favorable and positive way.

On the other hand, Steadiness is related to submission in carrying out the work in a consistent and predictable manner.

Finally, Compliance is related to obedience to patterns and rigorous standards, avoiding risks and problems.

Usefulness of the Cleaver Test

The Cleaver test is very useful for identifying the right person for the position they hold, according to their behavior.

Likewise, it can support decision-making at the time of a job interview, by asking specific questions in order to explore the behavior of personnel and their suitability for a certain role.

It is also useful when an internal change of personnel is required and you need to identify who is qualified to be part of a team when needed.

The Cleaver test uncovers the strengths and opportunities that are unique to each person, so that the result can be shared with others and they can discover how to interact with their environment and improve relationships.

By taking this test it is possible to determine how much potential you have for leadership, your sense of responsibility, your predictable reaction to pressure and stress. Likewise, your self-control, which activities and tasks you prefer and which you do not, your tendency toward persuasion, and adherence to rules, and many other things.

Areas of Application of the Cleaver Test

Among the different applications of the Cleaver test, the following stand out:

Personnel Selection

This is the first area of use, since through it the capability of future employees and their behavior at work and in the work environment can be determined.

Promotions and Transfers

This test is not only useful for new hires, but also for studying the capabilities of current employees and making the right decision regarding promotions and transfers within the company.

Implementation of Specific Incentive Programs

The Cleaver test is also used to study employees in order to create programs that foster work capacity and work spirit.

Organizational Approach

It can also be used to develop a long-term plan for the organization, in order to move forward on organizational plans.

The applications of these tests also help determine employees' professional shortcomings and can be used to improve and develop their careers.

Validity and Reliability of the Cleaver Test

In psychological tests, reliability is a determining indicator of the extent to which repeated administration of the instrument, under the same circumstances and to the same individual, produces identical results. It is the trust placed in the data.

Validity, meanwhile, relates to the degree to which the instrument measures what it is intended or supposed to measure and how effectively it does so.

Various studies and research have determined that the Cleaver test has high validity and reliability when it is administered properly.

We can conclude by saying that the Cleaver test (as well as other variants of the DISC Test) helps organizations improve communication, Human Talent management, and Recruitment, Selection, and Hiring processes. Likewise, it can increase productivity, encourage teamwork, and detect training needs. If you are interested in using a DISC test or another online psychometric test, Evalart is an excellent alternative. For more information click here: Evalart, Online Testing Platform.