DISC Profiling Assessment Australia

Hire with confidence and uncover hidden talent

Refine your recruitment process and engage your employees by measuring the behaviours that drive them at work. Become one of thousands of businesses to benefit from using the DISC profiling assessment in Australia.

disc profile quadrants, dominance, influence, steadiness and compliance

Our Local Australian and International Clients

What is the DISC Profiling Assessment?

Understand People's Work Behaviours

The DISC profiling behaviour assessment is a simple, yet powerful psychometric tool designed to help you better understand yourself and others, while offering businesses in Australia effective strategies to engage and retain their best staff in the workplace.

What Does DISC Measure?

DISC is a workplace framework that tells you a person’s preferred behavioural styles across various work contexts. The four main factors of this framework are Dominance, Influence, Steadiness and Compliance – from there the acronym DISC.

DISC profiling can help you to identify what drives the behaviour of an individual at work, their preferred communication styles, behavioural strengths and possible development areas. The results can also help you to identify the level of alignment between the individual and the job/context.


People who measure high on Dominance tend to be assertive and results-driven. Usually being quite competitive by nature, they like to seek out difficult challenges.


People who measure high on Influence tend to focus on people, and their social relationships with others. They are generally very optimistic and persuasive, making them naturally good at networking and sales.

DISC behaviour assessment profile, four quadrants


People who measure high on Compliance are logical, systematic and precise. They generally focus on following established guidelines, with an emphasis on maintaining quality, often making them natural administrators.


People who measure high on Steadiness tend to be extremely persistent, reliable and methodical in their work. The are usually patient listeners, who are friendly, sincere and easy going with others.

William Marston, psychologist and author of the disc assessment

Author - William Marston

The Science and History Behind DISC

William Marston was a psychologist with a PhD from Harvard. His work was the foundation of the DISC assessment that has been used by more than 50 million people since it was first introduced in 1972.

Walter Clarke, an industrial psychologist, was the first to develop DISC as a tool for businesses needing assistance in choosing qualified employees. A number of publishers have updated and/or generated more advanced versions of the DISC assessment since.

DISC Applications in The Workplace

Managing People: Get the best out of people by understanding their key behavioural strengths, limitations, motivators and de-motivators.

Improving Communication: DISC gives individuals and teams a better understanding of their unique communication preferences, encouraging more inclusive teams and enhancing group productivity.

Developing Leaders: Help leaders develop the necessary skills to manage and engage people better, and to understand their own leadership style.

Job Alignment: Define job roles the right way and hire or train people who are well suited to the specific needs of the job.

engaged employee working at laptop, psychometric tests

Why Top Companies in Australia Choose Us

InterACT’s DISC profiling behaviour assessments have been validated through comprehensive scientific research, giving you reliable results and reports that deepen your understanding of your people. We have over 30 years experience applying DISC in a variety of industries and businesses across Australia.

talent acquisition

Faster, Cost Effective Recruitment

Make confident and quick recruitment decisions that can reduce your human capital costs in the long run.

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Better Conflict Management

Equip managers to manage conflict. Develop strategies to turn conflict into positive outcomes and create long-term solutions.

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Higher Employee Engagement

Harness the full potential of your people and know how to keep them engaged and motivated in the workplace.

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Improved Employee Retention

Stop losing your best talent to competitors. Retain your best people and keep them challenged and engaged in the job.

Client Testimonials

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Looking to Hire? Create Custom Behavior Benchmarks

Match the Best Person with the Job

Use DISC profiling to quickly create custom behaviour job benchmarks. Australian businesses frequently deal with high staff turnover due to poor hiring choices and the interview process can only go so far when it comes to predicting employee success.

By first assessing the behaviour of candidates, and then matching them against the needs of the job you can significantly improve your staff retention.

Our DISC Reports

InterACT’s DISC Profile reports ensure you are provided with the most relevant information in a format that is easy to understand and apply within the workplace. Our reports include:

An introduction to how the assessment works and what the results mean.

Three graphs detailing the individual’s preferred natural behaviour, behaviour under pressure and behaviour at work.

A two page summary of the key behavioural characteristics of the individual, their communication styles, key motivators and demotivators and potential value to the business.

disc behaviour assessment profile report

Start Using DISC Profiling Today!

Request a free sample report and take the first step towards improving your business and developing your people. Become one of many businesses in Australia to benefit from using the DISC behaviour assessment.

Get a Free Sample DISC Assessment Report

DISC Profiling FAQs

What does DISC stand for?

DISC is an acronym for Dominance, Influence, Steadiness and Compliance. These are the four main factors of DISC workplace behaviour framework.

Who developed DISC?

DISC profiling is based upon the work of William Marston, who after conducting research on human emotions, published his findings in his 1928 book called Emotions of Normal People in which he explained that people illustrate their emotions using four behaviour types: Dominance (D), Influence (I), Steadiness (S), and Compliance (C).

What is my DISC behaviour style?

People who measure high on Dominance tend to be direct and assertive, with a focus on achieving results.

People who measure high on Influence tend to be persuasive, with a focus on people.

People who measure high on Steadiness tend to be patient and reliable, with a focus on being thorough.

People who measure high on Compliance tend to be careful and precise, with a focus on following procedure.

Contact our team in Australia to learn more about your unique DISC behaviour style.

What will my DISC results tell me?

InterACT’s DISC reports will highlight your work behaviour preferences, identifying you communication styles and possible motivators and de-motivators. It can also help you to better understand your own behavioural strengths and possible development areas.

DISC does not measure intelligence or aptitude. DISC does not reveal personal secrets about yourself or your history. It is designed to simply and objectively identify observable behaviours.

Can I fail DISC?

No. There are no right or wrong answers and unlike aptitude or cognitive tests, DISC isn’t designed to test your skills and ability to perform in a role.

How long to complete the DISC assessment?

InterACT’s DISC assessment will usually take between 5-15 minutes to complete.

Which DISC profile is best for leaders?

Any DISC profile type can be a great leader and the ideal profile for a leadership position will usually depend on the specific work context. Each DISC style comes with unique strengths and limitations.

Why use DISC in an organisation?

DISC profiling can help organisations to better understand their people and their behaviour styles, so they can manage, motivate and develop them more effectively. DISC is used by thousands of businesses around the world because it helps to take a lot of the guesswork out of recruitment while increasing employee engagement and retention.

frequently asked questions

Case Studies and DISC Blog

Learn more from our blog articles on DISC profiling assessments, which offer solutions to a variety of common human resources problems.