Using DISC assessments to hire people definitely has some flaws. Don’t get me wrong, it’s one of my favorite tools, but you’re doing yourself a disservice if you’re only looking at a candidate’s DISC assessment. In fact, you’ll make the right decision about 50% of the time. Not much better than flipping a coin.
The answer – dive a layer deeper and reveal your candidate’s “why”. Increase your odds of selecting the right person to about 80% by adding a Driving Forces assessment to the selection process. Watch this quick video to see it in action.