What is DISC profiling Australia?
At 11 Recruitment, we provide DISC profiling Australia-wide to businesses that want to gain insights into the behaviour, communication styles, and work preferences of current or potential employees.
DISC profiling is a psychological assessment tool and behavioural theory used to understand and categorise human personality traits and behaviours. The term "DISC" is an acronym that represents four primary personality styles or dimensions:
These four dimensions help individuals and organisations gain insights into their own and others' behaviour, communication styles, and work preferences.
How DISC profiling Australia works
If you choose to engage 11 Recruitment for DISC profiling Australia, this is what you can expect to happen.
- 1We send our DISC profiling questionnaire to your intended recipient - this questionnaire consists of 24 questions and should take approximately 20 minutes to complete.
- 2When the questionnaire has been completed, we receive confirmation.
- 3We then generate the respondent's DISC report.
- 4We download the DISC report and send it to you. We can also send you the respondent's answer to the questionnaire if requested.
- 5For an additional fee, we can provide report interpretation and recommendations based on your specific circumstances.
DISC profiling can help you and your team better understand their strengths, weaknesses, and communication preferences. This knowledge can be applied in various contexts, such as personal development, team building, leadership training, and conflict resolution. It can also be applied in a recruitment context, as part of your capability assessment process.
I was a little bit suspicious of using any recruitment agencies after being burnt so many times. One day I got an email from Christian Madsen with some tips explaining how to recruit better.
I decided to go ahead with their service and was pleasantly surprised by their professional approach and attention to the process. They offered to perform a profile test for the chosen one.
Overall, I wouldn't hesitate to recommend 11 Recruitment.
DISC report inclusions
The DISC report you receive will include information regarding the respondent's behavior, communication style, and work preferences based on their responses to the DISC profiling questionnaire.
If you choose to use our DISC profiling Australia service, you will receive a DISC report consisting of the following sections.
The DISC report begins with four graphs depicting different aspects of the respondent's behavioural profile, including their:
Explanation of graphs
Next is an in-depth explanation regarding each graph. This includes several sections consisting of one to two paragraphs describing the respondent's:
Overview of working style preferences & key traits
Following this, there is a table summarising the respondent's working style preferences - including:
This is followed by a list of key traits.
Explanation regarding the respondent's profile
Next, there is an in-depth explanation regarding the respondent's overall behavioural profile. This includes their:
It also includes a section on how to best manage the respondent.
Finally, the report describes the respondent's suitability for management, service, sales, and technical positions. This includes a description of why the respondent may or may not be suitable to work in each category, as well as a list of relevant key strengths.
It's important to note that while DISC profiling can provide valuable insights, it is just one of many personality assessment tools, and its accuracy and effectiveness can vary depending on the specific instrument and how it is used. It's often used in conjunction with other methods and should be interpreted and applied with care.
Ongoing value of DISC profiling Australia
At 11 Recruitment, our DISC profiling Australia service can provide ongoing value to an organisation in several ways.
DISC profiling Australia helps employees and teams better understand their communication styles and preferences. By recognising and adapting to the communication styles of colleagues, employees can reduce misunderstandings, conflicts, and improve the overall quality of communication in the workplace.
Enhanced team dynamics
By assessing the DISC profiles of team members, organisations can create more balanced teams. For example, a team with a mix of Dominance, Influence, Steadiness, and Conscientiousness profiles can benefit from diverse perspectives and strengths, leading to better problem-solving and creativity.
When conflicts arise, understanding the DISC profiles of the parties involved can be beneficial. It allows for a more informed approach to conflict resolution, enabling managers and employees to address differences in a way that is more likely to lead to a positive outcome.
DISC can be used for personal development plans. Employees can gain insights into their own behavioral tendencies, strengths, and areas for improvement. This knowledge can guide their personal and professional growth, leading to better job performance and job satisfaction.
Organisations can use DISC profiling Australia for talent management purposes, such as recruitment, selection, and succession planning. By matching job requirements with the DISC profiles of candidates and employees, organisations can make more informed decisions about job fit and potential for career advancement.
DISC can be valuable in leadership development programs. Identifying and developing leaders' strengths and addressing their weaknesses based on their profiles can help organisations build a stronger leadership team.
By proactively identifying potential sources of conflict within teams and addressing them, organisations can prevent conflicts from escalating and disrupting productivity.
When employees feel that their communication and working styles are understood and accommodated, they are more likely to be engaged and satisfied with their jobs. This can lead to higher retention rates and increased morale.
DISC profiling Australia can inform the organisation's culture and values. By understanding the predominant behavioral styles within the company, leaders can shape the culture to align with these styles, fostering a more harmonious work environment.
DISC can provide insights into how different team members approach decision-making. This knowledge can be used to structure decision-making processes that leverage the strengths and preferences of the team, leading to more effective and efficient decisions.
It's important to note that while DISC profiling can be a valuable tool, it should be used in conjunction with other assessment methods and not be the sole determinant for personnel decisions. Additionally, organisations should ensure that the use of DISC profiling is ethical, respects individual privacy, and complies with relevant legal regulations.
Interested in DISC?
Interested in DISC?