DISC profiling and its role in hiring process

Hiring for a startup with limited funds and a long list of candidate requirements takes work. When you feel you have the right person in hand, they might not fit into your budget. And yet, a candidate who fits within your budget limits may not have the qualifications or experience to bring to the table.
Have you been there and done that? Then it’s time we hire judiciously with a personality test!
Yes, you heard that right.

We have all heard about psychometric tests and how they work wonders in different quarters. Why not use some of it to make hiring for a startup more credible? And do it much faster than you think?
Let’s look at how DISC tests can improve the startup hiring process.

DISC Profile by CodeMonk

What is DISC?

DISC is a psychometric test developed based on psychologist William Moulton Marston’s 1928 emotional and behavioral theory. The theory and the test focus on understanding human behavior in different situations.

Many companies use DISC to figure out how their employees will act in different places and situations so they can get the best results. More on that later!

Let’s understand what the D, I, S, & C in the test represent.

What does DISC stand for?

DISC profiling involves testing individuals for four significant traits to help assess their personality. DISC stands for:

• D: Dominance — Confidence & leadership qualities, accomplishing the best results in any situation
• I: Influence — Team spirit & persuading others in the team to produce the best results/emphasis on personal relationships
• S: Steadiness — Dependable & cooperative, sincere towards work and commitments
• C: Conscientiousness — Competent & accurate, focuses on delivering quality results

DISC evaluations are utilized in various circumstances and can forecast outcomes based on the demands of the circumstance.

What role does DISC play in startup hiring?

The startups can’t afford to waste time or hire less-than-ideal candidates, and they don’t have unlimited money to test the market. So, with many limitations in place, tests like DISC can point us to the one candidate who can make a difference.

With DISC tests, you can predict the following:

1. Team Spirit — Understand how a technical talent can work within a team, enhancing team efficiency.
2. Employee performance- Since quality over quantity is what startup hiring is about, DISC can show the level of efficiency and commitment a candidate can bring to the table.
3. Customer Focus — When a candidate delivers the best with utmost commitment, customer satisfaction is guaranteed — another must-have for startups
4. Faster turn-around time- With limited time and fewer hiring resources, DISC tests can help understand the candidates better and get them on board without long interview processes.

There are many more advantages to a time-tested and psychologically proven test that can simplify hiring for candidates.

That’s why the talent management platforms conduct these psychometric tests to make it easier for hiring managers to pick candidates from them. CodeMonk, for example, has developed a DISC evaluation and incorporates the results into talent profiles.

The startups can check out the talent profiles on the platform and hire NodeJS or ReactJS developers with DISC profiling. The developers not only come with the promise that their technical skills have been thoroughly checked, but they also come with a detailed DISC profile. So it’s easier for startups to find the best candidate among all of them.

For instance, you need a product manager to run a project. Here’s what you can do:

How can DISC profiling help in startup hiring?

Let’s get started!
Check out the talent profiles on the CodeMonk site if you are a startup looking for technical talent or agile teams. With a thorough screening procedure, it’s not just the candidates’ performance on the skill tests that may clinch your hiring decision; the DISC can bring a fitting farewell to your hiring woes!