DISC Profiles and Reports

What are you asking of your new employee? If you are responsible for their leadership development, take coaching them serious.

DISC reports are very thorough, but for them to be useful to the hiring company, they must know what the job entails. Remember, DISC only measures HOW a person will respond to the tasks. The closer the person is matched to what they like to do and HOW they want to accomplish the task the more productive they will be. High D’s like to make decisions. Put them in a room by themselves with no one to lead and they will either dry up, leave or retire in place.
On the other side of the coin, the high C is thrilled to work on projects alone, in a private area with no interruptions with many rules. Placing these people in the wrong job leads to absenteeism, possible drug use and eventually they will leave and you have to pay for another new hire. You also have done them an injustice by giving them a stop on their career that will be seen as a failure in their eyes.
Match people to the job. You should be able to see what successful people in this role do. How much interaction is necessary? How much time is spend assembling and interpreting data? Do they have to work on routine items each day? Do they have to solve many problems at the same time.
Again, DISC tells you HOW the person would like to accomplish the job tasks. Give them the best chance of being successful by placing them in the proper role based on FACT!

This is not pigeon holeing people. It is putting them where they have the most likely chance of success. EAch of us has certain God given talents. The earlier you recognize these in yourself by using the DISC, the more of your life will be spent on “acting natural”.