DISC Profiling Tests and Assessments

What is the DISC assessment?

DISC profile tests or assessments are arguably the world’s most used and known psychometric tool. They measure a person’s preferred behavioural styles across a variety of work contexts. 

DISC personality profiling is used by businesses to accurately test and evaluate an individual’s suitability for and potential performance in a role.

employee smiling, disc assessment behaviour traits

What Does DISC Profiling Measure?

The DISC personality assessment measures behaviour across four dimensions:

  • Dominance
  • Influence
  • Steadiness
  • Compliance

These four factors are combined into an integrated profile across three graphs, providing insight into the full behavioural style of an individual.

The DISC Behaviour Profile Types

Dominance: DISC Profile Style

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.
high d, dominance disc style, descriptive words
high i, influence disc style, descriptive words

Influence: DISC Profile Style

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.

Steadiness: DISC Profile Style

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.
high s, steadiness disc style, descriptive words
high c, compliancedisc style, descriptive words

Compliance: DISC Profile Style

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.

Why Use DISC Profiling Assessments?

DISC profiling has proven to be a powerful predictor of employee performance – very useful in recruitment and help to maximise staff retention by understanding how to lead each person based on their DISC Profile. 

They become even more powerful when a combination or ‘matrix’ report is created. This is where it is used with another assessment such as EQ or Work Values

improved hiring with disc

Improved Hiring

Make better recruitment candidate decisions so you don’t need to rehire a month or two later.

predict employee performance with disc

Predict Performance

Identify the workplace behaviours required for roles for optimum performance.

leadership development with disc

Develop Leadership

Equip leaders with the confidence to manage and motivate each of the DISC behaviours and reduce conflict.

reduced staff turnover with disc

Reduced Staff Turnover

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

aligning people with jobs

Align People with Jobs

Ensure behavioural alignment between the person and their job responsibilities.

engaging and motivating employees with DISC

Engage & Motivate People

Create highly motivated and more efficient teams who work in greater harmony.

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disc behaviour assessment profile report

DISC Reports that Make Hiring and Managing People Easy

Our DISC assessment profile reports are concise and easy to understand. They provide you with everything you need to evaluate the individual’s work behaviour and effectively manage, motivate and engage them.

These can also be easily compared to the DISC Job Behaviour Profile of the business.

What Information do DISC Reports Provide?

A short introduction to DISC profiling and understanding the assessment.

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

A comprehensive two page description of the individual, detailing the person’s behaviour characteristics, communication styles, motivators/demotivators, and their potential value to your business.

Learn more about reading DISC reports.

woman reading DISC assessment results

Client Testimonials

Get a Free Personalised Quote

Get a free quote on our DISC assessments personalised to your own or your organisation’s needs.

Get a free sample DISC report with your enquiry.

William Marston, psychologist and author of the disc assessment

The Science and History Behind DISC Theory

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.

Create a Job Benchmark with DISC Profiling

Businesses frequently hire people for their skills and experience, only to later find that they are a poor behavioural fit for the job responsibilities, tasks and/or other employees.

The Behaviour Job Profile (BJP) is a companion to the DISC assessment, that allows a business to establish the ideal behaviour profile they need to look for in a particular role. 

It gives the employer a benchmark against which potential candidates can be compared and selected with greater confidence.

disc profiling job profile
woman smiling, disc profile accreditation and training

Get Certified, Trained or Accredited in DISC

If your business wants to use DISC Profiling regularly to save money on recruiting employees, for leadership skills training or better communication understanding, you have the opportunity for someone or multiple people to become accredited in DISC Profiles with our accreditation training course. 

In the training course, you’ll learn about the fundamentals of the DISC profiling behaviour test and DISC benchmarking and how it can be effectively applied within your workplace to hire, develop and retain your talent.

DISC Profiling Assessment 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 the DISC assessment?

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 assessment 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 a DISC assessment?

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.

woman thinking, disc profiling assessment FAQs