They say that one way for you to succeed in your career is to choose a job that you will enjoy so you wouldn’t have to work a day in your life.
Following this advice is probably the best decision that you will ever make in your life but before you do so, you should first assess your priorities, preferences and your personality traits.
One way you can do this is by taking the DiSC Assessment. This personality assessment test is one of the most widely used tools in the business world because it allows HR personnel to ask behavioral interviewing questions to determine what types of positions are best suited for their new hires according to their personality preferences as well as their experience, skills and educational qualifications.
What Comprises The Assessment?
The DiSC Assessment is comprised of a series of statements and the participant is asked to indicate the degree to which they agree with each of these statements on a five point scale. All of these statements relate to how certain personality types react to various situations. The resulting report shows the DiSC style in a circle; with dot placement and shading in the circle unique to the individual.
The four main behaviors that are assessed by the disc profile test are: Dominance, influence, Steadiness, and Conscientiousness. The results vary from person to person and are highly accurate. Participants don’t have to struggle to understand how DiSC relates to their goals and developmental needs. By completing this assessment, you will be able to assess whether or not you are the type that will thrive well in a setting that will require you to exercise leadership or if you are best suited for a position where you would be an individual contributor rather than a leader.
What Is Adaptive Testing?
The DiSC Assessment uses adaptive testing, an interactive assessment process that tailors questions to the individual participant; people who respond inconsistently to any given set of items will be asked to respond to more items. This interface provides a more precise report about a participant’s true DiSC style and superior user experience; the report is available immediately upon completion.
Each assessment includes in-depth information, tips to recognize other people’s styles, strategies to interact with other styles, actions plans to help participants to become more successful. There’s a wealth of information not only about your workplace priorities and preferences but also how you can connect better with other people whose priorities and preferences are different from yours.
Preparing For The Interview
DiSC also helps to prepare you for those behavioral interviewing questions by providing insight that helps companies to determine cultural fit. This is equally beneficial when it comes to promoting people and determining whether there is a suitable place for them higher up in an organization. Although DiSC is not expected to be a strong predictor of occupational choice, certain occupations are expected to have preferences that would be more enticing to people with specific DiSC styles compared to other DiSC styles.
Preferences are a much better indicator of the types of jobs that a person is attracted to than the types of jobs they will perform well at. For a given job, there isn’t usually one DiSC style that is best suited for the position, but there are some jobs that have, for instance, a disproportionate number of people with the S style, or with the i style.
In addition to aspects of personality, DiSC measures what we can see–the observable traits of our behavior, such as the words we express, the tone of voice we use, and the body language we show. One of the reasons that the DiSC model has been so successful over the years is because it gives people an easy, simple, memorable way to understand themselves and those around them.