The DISC methodology allows you to understand a talent's tendencies regarding behavior, communication, and reactions in different situations, helping to build more balanced teams.
In this article, you will learn how to view the test, apply it in your recruitment processes, and interpret the results generated by the platform.
What is the DISC methodology?
The goal of DISC is to understand natural behavioral preferences. It helps form a clear view of an individual's behavioral style and supports self-development, allowing the company to identify if the candidate's profile aligns with the job's culture.
DISC describes behavior patterns based on four main factors:
Dominance (D): Focus on challenges, quick decisions, and results.
Influence (I): Active communication, spontaneity, and connecting with people.
Steadiness (S): Constancy, patience, and a preference for predictable environments.
Conscientiousness (C): Attention to detail, analysis, organization, and standards.
How to View and Apply DISC
1. Viewing in the Library
Before applying it, you can familiarize yourself with the test:
Go to the Assessment menu and click on Library.
Use the Type filter and select Personality and Culture.
In the list, locate DISC Coodesh to view it.
2. Adding to an Assessment
To use DISC in a recruitment process:
Create your assessment normally (if you have questions, consult the How to create an assessment guide).
On the Tests tab, select Add from Library.
Use the filter: Type > Personality and Culture and select DISC.
Note: The test takes 10 minutes. You can use it separately or group it with technical tests and other categories.
Interpreting the Results
After the talent completes the test, the results will be available on the assessment results screen. Just click the view icon (the eye).
1. Profile Summary
Right at the top of the result, you will see a descriptive summary of the candidate's profile. This text synthesizes how the person combines their predominant characteristics (such as charisma, decisiveness, or organization) and how they tend to act in social and work environments.
2. The Chart and Indicators
The chart presents the percentage distribution of the four factors (D, I, S, C). The result indicates the talent's predominant indicator, which can be:
Single Factor: One very strong characteristic.
Two Factors: The most common scenario (e.g., Influence + Dominance).
Three Factors: Rarer cases of balance between three pillars.
Below the chart, you will find details on:
Main Strengths and Areas for Improvement.
Communication, Leadership, and Decision-Making Styles.
Stress Triggers and Role in the Team.
Numerical Scales: Energy level, attention to detail, adaptability, among others.