Using DISC profiling to help with Job Search
Good People use a range of psychometric tools to obtain information about its candidates. This helps us to understand questions such as: what are their strengths & limitations? Are they self starters? How do they communicate? What motivates them?
Much of our work is founded on the DISC model developed by psychologist William Marston in the 1920s to examine the styles and preferences of individuals, and it has usually been applied to a working situation.
DISC shows characteristics can be grouped into four major "personality types, which are:
•Dominance – relating to control, power and assertiveness
•Influence – relating to social situations and communication
•Steadiness (submission in Marston's time) – relating to patience, persistence, and thoughtfulness
•Conscientiousness (or caution, compliance in Marston's time) – relating to structure and organization
The DISC tool is also used in an assortment of areas, including by many employers, trainers, HR professionals, consultants and coaches. So, if you have had such a profile done, should you reveal it in an application for a new job?
The answer is, ‘It depends…’ Certainly undertaking an assessment is likely to leave you with more confidence about emphasising your working strengths, which are considerable selling points for you. It is usually a good idea to accentuate the positive in these situations!
If you know those recruiting are using DISC profiling method and you’re confident you are a good match for the role, by all means engage with your recruiter about you’re knowledge and previous feedback. But it could also expose the ignorance of your recruiter and put them on the defensive.
Overall DISC profiling can be a great feedback tool, but, as with most things, care needs to be exercised over its use.
If you would like a DISC profile to help you understand your working strengths better, then contact Good People at firstname.lastname@example.org. We’d love to help!
Member since: 10th July 2012
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