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Uses of DISC Personality Assessment
Know how to use DISC assessments in the workplacePreview the first lesson free — get full access to all 8 lessons.
Intermediate Provider : Donna Kjellander 8 Lessons · 19m in Arabic, German, English, Spanish, French, Portuguese, Chinese
Course Description
Human Resources departments manage many aspects of employment, including recruiting candidates who hold the relevant values and communicate in a way that’s compatible with the existing workforce. Many organizations use pre-hire assessments when considering high-level managers and executives in order to test their skills, knowledge, and physical ability; but it’s also very common to assess personality using tools like the DISC. In these lessons, we will review how companies use assessments in the hiring process, and which positions might be more fitting for a given personality type.
We’ll help you assess how results and their level of detail depend on which version of the DISC you use. With many online versions available, we’ll go over what to expect from different kinds of DISC assessment. Learn how assessments can help when working with any type of team in the workplace. Review the uses for each type of assessment and learn how to combine them to provide more detail about what makes your workplace unique. We’ll also cover the risks of basing major decisions on personality assessments alone.
What You'll Learn
- Understand how personality impacts hiring practices and teamwork
- Identify a variety of DISC assessments and how each is used for leadership programs
- Explain the difference between the DISC assessment's reliability and its validity
- Determine candidate suitability through DISC assessment in the hiring process
- Apply DISC results to human resource management, team building, and leadership development
- Combine the DISC with other assessments to add more detail about your workplace
Key Takeaways
- Many organizations use pre-hire assessments, including personality tools like the DISC, when evaluating high-level managers and executives.
- The results of a DISC assessment and their level of detail depend on which version of the DISC is used, and many online versions are available.
- DISC assessments can help when working with any type of team in the workplace, and can be combined with other assessments for more detail.
- Basing major decisions on personality assessments alone carries risks that the course addresses.
- The course distinguishes between a DISC assessment's reliability and its validity.
Frequently Asked Questions
Who is this course for?
It is suited to Human Resources professionals and those involved in recruiting, team building, and leadership development, as it covers how companies use assessments like the DISC in the hiring process and in working with teams.
What does this course cover?
It reviews how companies use assessments in hiring, which positions might fit a given personality type, how results depend on the version of DISC used, what to expect from different kinds of DISC assessment, how to combine assessments, and the risks of relying on personality assessments alone.
What skills will I gain from this course?
You'll learn to understand how personality impacts hiring and teamwork, identify a variety of DISC assessments and how each is used for leadership programs, and explain the difference between the DISC assessment's reliability and its validity.
What topics are included in the lessons?
The lessons cover an introduction, determining candidate suitability through DISC assessment, using DISC results in human resource management, team building, and leadership development, DISC and other assessments, reliability and validity considerations, and a knowledge test.
Does the course address the limitations of personality assessments?
Yes. It covers the risks of basing major decisions on personality assessments alone and includes considerations of reliability and validity.
