DISC Assesment
You can count on JobConvo’s DISC Module to assess people’s profiles: for candidates (thought the hiring process) and employees (for skills management).
DISC Assessments, commonly called tests, can be purchased separately or in addition to your current plan.
Everything about
DISC Assessment
This behavioral assessment tool is very useful for the candidate selection process and can also be widely used for talent management, for employers’ skills development.
Learn more about how DISC can help your business!
Origin
The DISC Assessment was based on the book Emotions of Normal People, written by William Moulton Marston and published in 1928. The book explores the 4 dimensions of behavior, in the original language: Dominance, Inducement, Submission, and Compliance.
The first assessment tool we know of was created in 1950 by Walter Clarke.
There are decades of evolution and improvement of this tool to the current model.
What is it?
It is a tool that helps to understand the different behavioral patterns of individuals.
By an assessment based on four pillars, it is possible to have an indication of Soft Skills and non-cognitive skills to, for example, identify how a certain professional can fit into the organization or even what they need to do to be more productive.
During the hiring process, it helps recruiters to better select candidates. In People Management, it is a method of valuing employees and, of course, the work performed by the team itself.
How does it work?
The person answers a questionnaire in which they must choose, among 4 words, which one defines them the most and the least. The word combination changes until the test is completed.
The answers are counted generating the influence graph of the profiles between dominance, influence, steadiness, and conscientiousness.
The 4 Pillars
Dominance – relating to how a person deals with problems and challenges.
Influence– relating to how a person deals with people and influences others.
Steadiness – relating to how a person deals with changes and their rhythm.
Conscientiousness – relating to how a person deals with rules and procedures established by others.
Goals
DISC can be widely used by the Human Resources sector in organizations.
On the hiring process, it helps to get to know the candidates in greater depth and understand how they fit into the future company/team/leadership.
For employee training and development, it serves, for example, as a guide to strengths and skills to improve.
DiSC
In addition to a complete report and the Natural Profile Chart, associated with the individual’s “essence”, the JobConvo DISC report also shows:
> Adapted Profile Graph – indicates how the person adapts their behavior in favor of a certain situation or a certain objective.
> Under Pressure Profile Graph – indicates how the person adapts their behavior in difficult situations and/or when under pressure.
DISC
> Origin
> What is it?
> How does it work?
> The 4 Pillars
> Goals
Everything about
DiSC Assessment
This behavioral assessment tool is very useful for the candidate selection process and can also be widely used for talent management, for employers’ skills development.
Learn more about how DISC can help your business!
Origin:
The DISC Assessment was based on the book Emotions of Normal People, written by William Moulton Marston and published in 1928. The book explores the 4 dimensions of behavior, in the original language: Dominance, Inducement, Submission, and Compliance.
The first assessment tool we know of was created in 1950 by Walter Clarke.
There are decades of evolution and improvement of this tool to the current model.
What is it:
It is a tool that helps to understand the different behavioral patterns of individuals.
By an assessment based on four pillars, it is possible to have an indication of Soft Skills and non-cognitive skills to, for example, identify how a certain professional can fit into the organization or even what they need to do to be more productive.
During the hiring process, it helps recruiters to better select candidates. In People Management, it is a method of valuing employees and, of course, the work performed by the team itself.
How does it work?
The person answers a questionnaire in which they must choose, among 4 words, which one defines them the most and the least. The word combination changes until the test is completed.
The answers are counted generating the influence graph of the profiles between dominance, influence, steadiness, and conscientiousness.
The 4 Pillars:
Dominance – relating to how a person deals with problems and challenges.
Influence– relating to how a person deals with people and influences others.
Steadiness – relating to how a person deals with changes and their rhythm.
Conscientiousness – relating to how a person deals with rules and procedures established by others.
Goals:
DISC can be widely used by the Human Resources sector in organizations.
On the hiring process, it helps to get to know the candidates in greater depth and understand how they fit into the future company/team/leadership.
For employee training and development, it serves, for example, as a guide to strengths and skills to improve.
DISC Assessment
In addition to a complete report and the Natural Profile Chart, associated with the individual’s “essence”, the JobConvo DISC report also shows:
> Adapted Profile Graph – indicates how the person adapts their behavior in favor of a certain situation or a certain objective.
> Under Pressure Profile Graph – indicates how the person adapts their behavior in difficult situations and/or when under pressure.
