DISC And Pre-Employment Screening

What is DISC personality profiling? DISC stands for Dominance, Influence, Steadiness, Compliance. The DISC model was developed by Dr. Robert B. Dienstag in the early 1970s. He noticed that some employees would consistently perform well at their jobs, while other employees would always fail. This led him to develop a simple method for identifying these two types of workers. Learn more: https://blog.hirenest.com/disc-and-pre-employment-screening/

DISC is a tool that helps employers identify potential problems before they occur. It also provides insight into how to motivate and manage each employee. DISC has become one of the most popular tools used by organizations today. Companies like Google, Microsoft, Apple, and many others use it to help them understand their workforce better.
Why You Shouldn't Use the DISC for Hiring
The DISC model was developed by psychologist William Moulton Marston (1893-1947) who believed it could help people understand personality traits. He thought that each person had four different "domains" which were made up of two opposing characteristics. These domains included Dominance/Submission, Autonomy/Shame, Competence/Incompetence, and Self-direction/Order. You can find out more in our article: https://blog.hirenest.com/disc-and-pre-employment-screening/

This model has since become widely used in business settings to predict job performance. It's often applied to hiring decisions because it helps managers identify potential employees based on their strengths and weaknesses. But this approach doesn't always work well. For example, if you ask someone to rate themselves on a scale from 0 to 10, they might give themselves a score of 5 out of 10. That means they think they're average at best. But if you asked them to rate themselves on a 0 to 100 scale, they would probably give themselves a higher score.