Improve & Increase the Effectiveness of Your  
Recruiting, Interviewing, Hiring, & Promotion Processes

The Process Companies Use Today is  

Typical American companies base 80% of their hiring decisions on the “intellectual” aspect of the person, that is to say resume, skills, training, and experience. 

The result is 85% of turnover is due to Behavior or Style incompatibility – the person could do the job, but for some reason, it was not getting done. 

This inadequate process results in poor employee retention, inadequate performance due to poor job fit, and high turnover costs and explains why the national average rate of successful hiring is less than 50%.
What Is Available Today To Improve The Process 
The DiSC PPSS General Characteristics Report is an In-Depth DiSC Behavioral Profile when used in conjunction with the Role Behavior Analysis™ (RBA) Profile is one of the most used objective functional behavioral assessments available to businesses today. These recruiting assessments and hiring assessments augment and increase the effectiveness of the recruiting, interviewing, hiring, and promotion process. 

You cannot “pass” or “fail” a DiSC Behavioral Profile, it is not a test.  There are no “right” or “wrong” answers.  It is important to understand that the DiSC Behavioral Profile does not predict career success, position fit, or job compatibility.  The comparison of a PPSS to an RBA provides objective data points describing the respondent’s behavioral styles, type, and situational tendencies. These recruiting assessments and hiring assessments  help determine how respondents compare to the behavioral style you have decided best fits the job or role you have designated.

The Recruiting, Interviewing, Hiring, and
Promotion Process Issues and Challenges 

The Third Issue
There are no natural DiSC Behavioral Profile Types that fit ideally with a specific job or role function. 

For example:  all High I’s are not destined to be great at sales.  What if they’re selling high technology to data driven PhD’s?  All High D’s do not necessarily make ideal corporate executives or managers.  What if they’re managing a special needs school with all High S teachers?  Understand, even with the help of functional behavioral assessments, recruiting assessments, and hiring assessments there are no absolutes!!

The Fourth Issue 
Some hiring and managing professionals that use DiSC Behavioral Profiles in the process fail to profile the job or role.  They successfully use functional behavioral assessments to profile the individual, but fail to consider profiling the JOB or ROLE.  Who exactly has considered what behaviors are necessary for the role or job, their importance, and how they “stack-up” to the DiSC Behavioral Profile of the candidate.  This is important and should not be overlooked!

Common Ways to Successfully Use DiSC
Behavioral Profiles in the Recruiting,
Interviewing, Hiring, and Promotion
Process

We would like to share with you how successful employers are using and achieving results with our functional behavioral assessments, recruiting assessments, and hiring assessments. We believe you will find your ideal strategy and method.

1. Most “Profile the JOB or ROLE” specifically with the Role Behavior Analysis™ (RBA) Profile, then run a DiSC PPSS General Characteristics Report for each candidate being considered for that particular job, and then run an RBA to PPS Single Comparison Report from an EPIC Account and use the results to objectively evaluate job fit and behavioral suitability.  The Comparison Report also provides +20 personalized questions that can be used for behavioral interviewing of the candidate or coaching and grooming the current employee for their next position.
   
   
   • Some respond to the RBA as a team seeking consensus or one single knowledgeable individual evaluates the ideal behavioral requirements for a job when responding to the RBA.
     
     
   • The completed RBA can also be used to develop job descriptions and the results can be used to develop advertising for an open position.
     
     
   • Some define the job or role in behavioral terms themselves in their "own terms" without using an RBA and then have the respondent complete a DiSC PPSS General Characteristics Report, adding the appropriate optional supplements and then compare the results without running a Comparison Report.
2. Some use instinct and “fly by the seat of their pants” and are happy that the DiSC PPSS General Characteristics Report and Optional Supplements provides them a wealth of information on issues that they overlook or have never considered asking during the process.

3. Some use our DiSC Behavioral Profile, and even though they know it’s a “bad fit,” hire for reasons that they feel are important. Just like the typical American company discussed at the beginning of this page.  These employers know they are flirting with disaster but persevere knowing what they are getting by reviewing the DiSC Behavioral profile results and take solace that they know where the problems lie ahead in time.

  
Don't Procrastinate, Take Action NOW!!
Improve Your Entire Process TODAY!!



Intesi! Recommends You Do Something!
Turnover, poor performance, decreased profitability, negative impact on team morale, lost opportunity, and bad hire costs are enormous sums in terms of money and time. 

We suggest you try some of the DiSC Online EPIC Reports, functional behavioral assessments, recruiting assessments, or hiring assessments  in a way that you feel best suits your organization.

Contact Us Today to find out more about our DiSC Behavioral Profiles! 
We are always available to discuss needs and options.

DiSC PPSS General Characteristics & Optional Report

DiSC PPSS General Characteristics Report The most in-depth comprehensive DiSC Behavioral Profile report available on the EPIC Platform (DiSC delivered via the Internet).  DiSC PPSS details the Classical Pattern uniqueness of an individual.  DiSC Classic gives you an overall view of behavior patterns and styles.  DiSC PPSS gives you depth in application, information, and action planning based on the report information.  The DiSC PPSS General Characteristics Report includes: Behavioral Highlights: Describes potential strengths of your DiSC behavioral profile PPSS Graph: Displays your scores on the four DiSC Behavioral dimensions Behavioral Overview: Provides a narrative overview of your most natural behavior Motivating Factors: Lists factors that are likely to be most motivating for you Preferred Environment: Describes characteristics of environments that you might find most desirable Tends to Avoid: Lists activities and situations that you will likely avoid due to dislike or fear Increased Effectiveness: Describes strategies to modify tendencies that might inhibit effectiveness Demotivating Factors: Lists factors that are usually found to be most discouraging for you Behavior in Conflict Situations: Describes the range of responses that you might use in a conflict situation Behavior Tendency Continuum: Displays the potential range of intensity for different behaviors Performance Management Worksheet: An action planner that helps you improve and maintain performance

SIX OPTIONAL SUPPLEMENTAL REPORTS 
can be added individually to the DiSC PPSS General Characteristics Report.

DiSC PPSS General Characteristics Report is a REQUIRED PREREQUISITE for All Six Optional Supplemental Reports

Optional Supplemental Reports NOT required for the
DiSC PPSS-RBA to PPS Single Comparison Report
They Add Insight & Understanding
into the Behavioral Style of the Respondent.

The Six Optional Supplemental DiSC PPSS Reports are:

	Relating to People and the Environment Style of Respondent to People & Environment - This DiSC Behavioral Profile report describes how one communicates, makes decisions, manages time, solves problems, handles stress and conflict, guidelines for discussion and consideration. Relating to People and Environment - This DiSC Behavioral Profile report explores how you may tend to relate to other people and your environments.  It describes how you tend to communicate, make decisions, manage time, solve problems, and handle stress.
	Approach to Managing Others Management Style of Respondent - How One Manages OTHERS - communicating, delegating, directing people, developing people, managing time, decision making, motivating. How You Tend to Manage - This DiSC Behavioral Profile report explores your approach to managing other people.  It describes how you, as a manager, might communicate, delegate, direct people, develop people, make decisions, manage time, solve problems, and motivate others.
	Approach to Selling Selling Style of Respondent - Natural Approach to Selling - for selling an idea or an item, focus on planning, opening call, interviewing, presenting, responding, closing, servicing. Natural Approach to the Selling Process - This DiSC Behavioral Profile report describes how you are likely to approach various stages of the selling process based on your natural style.  It shows how you tend to plan, open a call, interview, present, respond to concerns, gain commitment, and provide service.
	Strategies for Creating a Positive Relationship Style of Respondent to People & Environment - Describes how one communicates, makes decisions, manages time, solves problems, handles stress and conflict, guidelines for discussion and consideration. Relating to People and Environment - This DiSC Behavioral Profile report explores how you may tend to relate to other people and your environments.  It describes how you tend to communicate, make decisions, manage time, solve problems, and handle stress.
	Strategies for Managing Strategies for Managing Respondent - Gives strategies on how a supervisor or boss could more effectively manage this person in developing, motivating, correcting, communicating. Strategies for Managing - This DiSC Behavioral Profile report addresses strategies that will be most effective for managing you based on your behavioral style.
	Strategies for Sales Management  Strategies for Managing Respondent in Sales - Gives strategies to manage this person in a sales oriented role in areas of coaching, delegating, problem solving, recognizing. Managing in a Sales Environment - This DiSC Behavioral Profile report explores strategies that will help managers work with you to become a more effective sales person and team member.  Areas addressed include: developing, motivating, giving recognition, coaching/mentoring, communicating, problem solving, delegating, and decision-making.

Role Behavior Analysis and Comparison Reports

Role Behavior Analysis™ (RBA) Report This 6-Page Report helps determine how a role or function can be performed most effectively.  Profile the "JOB or ROLE" before trying to match a person to the job, task, position, or role.  Determine how a role or function can be performed most effectively with this Role Behavior Evaluation Instrument.  This report provides a practical process for defining behavioral expectations for specific roles, for comparing an individual's DiSC behavior to the behavioral expectations of the current or potential role and for developing strategies to meet role expectations. The Role Behavior Requirements list specific role behaviors by four levels of intensity: High, Moderately High, Moderate, Moderately Low. The Role Behavior Analysis™ Grid provides specific behavioral statements that can be used for discussing role behaviors. The descriptive statements refer to how a role needs to be performed regardless of who is in the role.  The levels of intensity refer to the importance or frequency of use of a specific role behavior. The resulting information can be used to achieve greater clarity on role performance expectations by separating role behaviors from issues of personal preference or an individual's behavioral style. The RBA is ideal for: recruiting assessments, promotion, and hiring assessments supervisory and management coaching performance review support team building personal development

RBA to PPSS Single Comparison Report  This 8-Page Comparison Report is of a single RBA (Role Behavior Analysis™) Profile and single PPS (Personal Profile System) Profile.  The DiSC Personal Profile System Graph displays the intensity levels for the role of the respondent as compared to their DiSC Personal Profile. The Comparison Analysis lists the behaviors that show a "good fit," "stretch" or "redirect" potential. Behaviors that are listed as a "good fit" are those behaviors in which the role requires a similar level of behavior as seems to be a natural fit for the respondent. Behaviors listed as "stretch" are those behaviors that the role requires more of than seems to be natural for the respondent. The behaviors listed as "redirect" are those that the role requires less of than seems to be natural for the respondent. The Performance Coaching Questions section may be helpful in discovering the respondent's actual experience in matching the respondent's behavior to the role requirements while offering +20 personalized questions that can be used for a behavioral interview and hiring assessment of a potential new hire or coaching questions for that current employee that is being groomed for their next position.