Discovering the Ideal ‘Fit’ with DiSC Personality Profiling
Lighthouse Executive are Certified Practitioners in Everything DiSC Personality Profiling.
We offer this to our clients to implement in the final stages of an interview process (it is optional and we do not charge for this service in addition to the recruitment fee*).
A personality profile is a comprehensive assessment that provides insights into an individual’s psychological characteristics, behavioural tendencies, and emotional attributes. DiSC personality profiling assesses people into 4 main styles:
- Dominance
- Influence
- Steadiness
- Conscientiousness
It offers a structured understanding of your unique traits, preferences, and ways of interacting with others.
Organisations can use personality profiling for a number of beneficial reasons in the workplace including.
- Increased individual and team performance
- Better success rate in recruitment and retention
- More effective people management
- Improved communications
- Reduced workplace conflict
- More productive employees
1. Objective, credible data to help you make a more effective hiring decisions.
- Have you ever been given feedback at the end of a recruitment process that you’re not the right ‘fit’ for the client?
- Or have you ever given this feedback to an unsuccessful candidate you’ve interviewed before?
- How did you measure this?
DISC assessment reports provide objective data on your candidates’ personality and behavioural traits. This helps hiring managers make informed hiring decisions and select candidates based on precise, objective data.
Lighthouse Executive offers the opportunity to DiSC profile the hiring manager at the start of the recruitment process as well as the final stage interview candidates. We will then advise and consult with the hiring manager what the candidates profile results mean to help as part of the full candidate selection process.
2.Better role alignment to candidate personality.
DiSC personality profiling identifies there are 4 main personality styles that people fit into. These are:
- Dominance
- Influence
- Steadiness
- Conscientiousness
All of the DiSC styles are equally valuable, and everyone is a blend of all four styles.
Most people tend strongly towards one or two styles. E.g. D or Di (Di is Sarah, our Founders style! – see circle!)
Each style brings with it a range of personality traits, each trait lends itself as a strength to certain jobs e.g.:
- D – Direct, Firm, Results-orientated may suit jobs such as CEO, Sales Director, Individual high performing roles.
- i – Outgoing, Enthusiastic, Optimistic – Sales, Marketing, Public-Speaking roles.
- S – Even-tempered, Patient, Tactful – Trades, Nursing, HR, People focussed roles.
- C – Analytical, Reserved, Precise – Accountants, Finance, Data Analyis, Engineering, Planning roles.
By introducing DiSC profiling into the recruitment process, hiring managers can see how well candidates personality traits fit the roles they are applying for.
3. Reduced Turnover:
When there’s a mismatch between an employee’s personality and their job, frustration and disengagement are often the result.
By matching candidates to roles that align with their natural tendencies, companies can reduce turnover rates significantly, as employees who feel well-suited to their work are more likely to stay with the organisation long-term.
Saving the client time and money!
If you’d like to discuss how DiSC Personality Profiling can help you in your recruitment process or you want to explore further ways implementing and embedding DiSC profiling into your business. Contact Sarah McKee-Harris for a free, confidential discussion.
Sarah also runs Team Ambition Limited – www.team-ambition.co.uk, where she works with organisations to help them maximise their people potential, create positive team culture, improving performance and productivity.
