DISC Behaviour Profiling Test
What is DISC?
DISC profile tests or assessments are arguably the world’s most used and known psychometric tool. It measures a person’s preferred behavioural styles across a variety of work contexts.
DISC profiling is utilised by businesses to accurately test and evaluate an individual’s suitability for and potential performance in a role.
How Does the DISC Assessment Profile Work?
The DISC assessment measures behaviour across four dimensions:
Dominance, Influence, Steadiness and 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
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.
Influence
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.
Compliance
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.
Steadiness
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.
Hire and Manage People with Confidence
DISC profile behaviour assessments are one of our most popular psychometric tools for businesses because they are fast to understand in a practical way, easy to use and take the guesswork out of how best to communicate with all people in any environment.
They have proven to be powerful predictors 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.
The Benefits of DISC Profiling
A DISC assessment becomes 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
Make better recruitment candidate decisions so you don’t need to rehire a month or two later.
Predict Performance
Identify the workplace behaviours required for roles for optimum performance.
Develop Leadership
Equip leaders with the confidence to manage and motivate each of the DISC behaviours and reduce conflict.
Reduced Staff Turnover
Stop losing your best talent to competitors. Retain your best people and keep them engaged in the job.
Align People with Jobs
Ensure behavioural alignment between the person and their job responsibilities.
Engage & Motivate People
Create highly motivated and more efficient teams who work in greater harmony.
What Our Clients Say
Link Personnel Services
InterDISC and BJP’s … for me, it was a great way to validate my assessments and also present some objective data on the suitability of the candidates.
AurumGold
Smit & Van Wyk
After the interviewing process were were undecided on the top 3 candidates. Since only one position was available, we wanted the best fit, we approached InterACT and using the DISC and Values assessments were we able to hire the candidate with values that aligned the most with our firm.
Torga Optical
A definite must for managing and retaining staff with a fabulous result for team building as well.
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.
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.
Our Scientifically Verified DISC Reports
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 then be easily compared to the DISC Job Behaviour Profile of the business.
DISC Reports Include
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.
Start Using DISC Profiling Today!
Request a free DISC behaviour profile sample report and take the first step towards improving your business and developing your people. Become one of thousands of organisations around the world benefitting from using the DISC behaviour assessment.
Get a Free Sample DISC Assessment Report
Get 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 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.
Case Studies and Psychometrics Blog
Take a look at some of our latest case studies and blog articles on DISC profiling below.
