Why My Recruitment Clients Love Using DISC

Hiring the right person for a role is one of the most challenging parts of recruitment.

True story: a candidate - let’s call her Jane Doe - walks into the interview room with a polished résumé. Jane gives all the right answers, and carries an air of confidence that’s hard to ignore. Duly impressed, you (the recruiter or hiring manager) offer Jane the role. But just a few months into the role, your staff starts to report to you that they’re having a few communication issues with Jane. Jane’s direct communication style is ruffling feathers among her more reserved team members and even offended external clients during meetings. Employees start feeling deflated by her “aggressive” approach, and you realise she’s not the right fit for the organisational culture.?

I actually encountered this first-hand in the workplace, where Jane was a real person I worked with. My co-workers shared their experiences with me, describing Jane as “rude” and “cutting” and her blunt language often left them feeling put down.

In another not too dissimilar incident, a team member departed the company within three months due to a perceived lack of support in her role. As an S-style individual, she thrives in a nurturing environment where collaboration and encouragement are paramount.?

The truth is, interviews often reveal what candidates want you to see, not necessarily who they really are.

After all, how many candidates will tell their hiring manager that they’ve had people in the past tell them that they find their communication style offensive?

This is where an assessment tool like DISC can reveal certain aspects of a candidate’s character before they’re hired, and can save you a world of trouble!?

Why Are Some Hiring Managers Hesitant About DISC?

DISC profiling is often misunderstood. Some recruiters worry it might put candidates into rigid "boxes" or lead to biased decisions. Others believe their own instincts are enough to spot the right hire.

However, DISC is not about pigeon-holing; it’s a tool to understand behaviour in a deeper, unbiased way and lead you to making objective decisions. Still, scepticism persists, usually rooted in myths about DISC being a loose personality "test" rather than a profiling tool that illuminates how people behave in different environments.

Some hiring managers are wary of using DISC because they fear it might lead to biased decisions or oversimplify a candidate's traits. Others question whether it truly adds value, given the variety of other tools and processes available. These concerns are valid, but also often stem from a lack of understanding about how DISC works.?

DISC is never about labelling candidates (or people); it’s about enriching the interview process with insights into how someone might approach challenges, interact with a team, or handle conflict.

What’s Been Tried Before, and Why It’s Not Working

Many hiring managers and recruiters have leaned on traditional interview techniques, relying heavily on questions designed to evaluate competency and cultural fit. While this method has its merits, turnover statistics reveal it might not be enough. According to the Australian HR Institute (AHRI), the national average turnover rate is 14%. These figures suggest that gut feelings aren’t always as reliable as we’d like to believe. Without a structured, evidence-based approach, recruiters or hiring managers risk hiring candidates who seem perfect on paper but falter in real-world dynamics.

How DISC Enhances the Hiring Process

This is where DISC profiling becomes a game-changer. By uncovering a candidate’s behavioural tendencies, DISC enables recruiters to move beyond surface-level impressions.

For example, if a DISC report reveals a candidate’s preference for structure and routine (a C style), you can ask targeted questions like: “How would you manage a rapidly changing environment?” This allows you to probe deeper into potential strengths or gaps.

DISC also provides insights into team fit. For instance, pairing a dominant, fast-paced D-style candidate with a team that values collaboration and consensus might require careful management. Far from “boxing people in,” DISC gives hiring managers the knowledge to make informed, strategic decisions.

Final Thoughts

Relying on instincts alone is no longer enough. DISC brings an added dimension to the recruitment process, helping hiring managers uncover behavioral traits that interviews alone can’t reveal. It’s a tool that doesn’t just help find the right candidate - it helps place them in an environment where they’re most likely to thrive.

If you’re ready to elevate your hiring process and reduce turnover, DISC could be your next competitive advantage. Keen to know more? Book a free 15-minute discovery chat and I’ll show you how my Candidate DISC Profile Report adds more depth to your interviews.