Behaviour Profiling testing (more)
Profiling tests work! More than one million profiles every year help companies make fewer mistakes because they offer an insight into how someone will approach important elements of a new position.
There are many behaviour models used around the world. We have tested many of them and 90% are very good. If there is a problem it is not the results, it is the application. You will need expert help to get the best out of them and training is long winded and involved. The DISC model is excellent with a proven track record. It is easier to interpret and training for those who want it is short and easy to learn.
Companies who use the DISC system are looking for a proven tool to improve communication skills, relationship building skills, teamwork and leadership effectiveness.
Here are a few important reasons why we recommend the DISC system.
It helps you to see others more objectively and less subjectively.
It leads you towards understanding and away from judgment.
You can quickly understand another person’s perspective.
Behaviour Profiling Using The DISC Model (more)
DISC profiling is a useful tool. It opens the door to a better understanding of human behaviour, which allows a person to be more productive, efficient and effective. This leads to an improvement in quality of life.
DISC has evolved into the most respected and comprehensive and universally accepted assessment tool for measuring personality and behavioural styles. These styles are classified into 4 primary personality and behaviour groups. The initials of the groups form the basis for the name of the "DISC" process:
The four DISC personality and behaviour classifications have been studied and refined for more than 80 years. During this time, it has been repeatedly demonstrated that we all fall into predictable behavioural patterns. The DISC classifications provide valuable insight into how each person will respond to a wide range of projects, how they work and influence others, what their preferred activity pace will be.
A DISC profile will tell you how someone will respond to rules and procedures, whether they are people or task oriented, as well as many helpful human characteristics and traits.
Understanding DISC can help us all learn how adapt our behaviour in ways that will prove useful in a variety of circumstances.
Below are a few example questions that could be used in an interview.
What you need to know is what actually happened in a peticular situation,
What was the outcome
what he/she thinks about what happened, what he/she would do next time
Difficult elements of present/last position
“What was the most difficult part of your last position?”
“Why was that?”
“How did you deal with it?”
“What did your boss think?”
“What would you say you achieved most in your last position?”
“How did you go about that?”
“What did your colleagues think?”
“What would you do different next time?”
Getting the job done
“Can you think of a time when you had to act without authority to get something done?”
“What did you do?”
“What did your manager say?”
“What would you do next time?”
Working relationship with your colleagues
“How did you go about building an effective working relationship with your colleagues?”
“Can you give me an example - What did you do?”“
What would you do different next time?”
When you combine DISC profiling with competency based questions, your success rate will greatly improve.
Decision making: Example: Give an example of a time when you had to make a difficult decision.
Leadership. Example: Describe a difficult situation when you assumed the role of leader. Were there any challenges, and how did you tackle them?
Results orientation. Example: Give me an example of a time when you were particularly successful.
Example: Describe a situation in which you were working as part of a new team. How did you make a contribution?
Trustworthiness: Example: Give me an example of a time you had to be deceptive.