Common questions about Discus and DISC
What does Discus profiling cost?
How do I get started with Discus?
Can I send questionnaires to my candidates online?
Can a person completing a questionnaire read their own report?
Do I have access to all my profile reports?
How can I recover a lost or forgotten Discus password?
Is training available?
I received a test invitation, but I'm not able to use it.
I completed an invited questionnaire, but I didn't receive a copy of my report.
Can I try Discus for free?
What does Discus profiling cost?

Discus profiles start at just $38 each, with discounts available for more substantial purchases.

For new accounts, we offer a whole range of useful extras. Find out more on our pricing page.

How do I get started with Discus?

Getting started with Discus is easy. You'll just need to take a few minutes to sign up for an account, and then you'll be ready to start creating profiles right away.

Can I send questionnaires to my candidates online?

Discus provides an entire suite of features to make this process easy and automatic. At the simplest level, you can simply enter a person's e-mail address, and Discus will send them an invitation and then display and manage the questionnaire. Once the questionnaire is complete, a report will immediately be compiled and added to your accounts.

Discus also provides lots of options for your to customise this process to meet your exact requirements. For example, you can arrange to be automatically notified and sent a copy of the report as soon as it is available.

Can a person completing a questionnaire read their own report?

This is a decision you can make as you set up an invitation. There's no requirement to share the report, but you have the option of doing so if you wish.

Discus can also provide an intermediate solution through the 'Feedback' report, which is an alternative version of the report specifically designed for this purpose, providing a readable and accessible summary of the results.

Do I have access to all my profile reports?

Every DISC profile produced on your account is held in your own secure Discus database. You can access, review and manage those reports at any time. Discus even provides extra features to assess the results in combination, such as comparing candidates against the needs of a role, or assessing how individuals would work together in a team.

How can I recover a lost or forgotten Discus password?

It's easy to reset your Discus access details. You can start the process from the Discus sign-in page, or by following the link below. Discus will handle resetting your access through your registered e-mail address.

Is training available?

We offer a comprehensive online video training course introducing the DISC system and its workings. The course is free if you sign up for an account with fifty credits or more.

Discus itself offers an interactive guide to get your started, and extensive help resources throughout the system.

I received a test invitation, but I'm not able to use it.

There can be various reasons for this. The invitation code might already have been used, or it might simply have expired, or been cancelled by the user who originally set up the invitation.

Your best course of action in a situation like this is to get in touch with your invitation provider and ask them to set up another invitation for you.

I completed an invited questionnaire, but I didn't receive a copy of my report.

When a Discus user sends out an invitation, they can choose whether to give you access to your report or not, so it may simply be that this option isn't active.

If you think you should have received a report, your best course of action is to contact the person who sent you your invitation; they will have the option of sending you a copy.

Can I try Discus for free?

Sorry, we aren't able to offer free trial profiles, but if you want to try the service, remember that you can set up a Discus account with just a single credit.

If you want to see what Discus can produce, take a look at our extensive library of sample reports.

Sign in
Set up an account
Choose country or language
For Your Business
A business account includes free and unlimited Job Profiling, Relationship and Team reports. New accounts give you volume discounts and a whole range of bonus extras.
For Yourself
If you just want to read your own personality report, there’s no need to sign up for an account. Just choose the profile option that suits you.
DISC Training
Take an online video course covering all aspects of DISC.
DISC Personality Reports
Job Matching
Team Building
Profile Feedback
Motivation Spectrum
Remote and Home Working
Explore Report Samples
Platforms and Apps
About DISC
What is a DISC Test?
How DISC Works
Benefits of DISC
History and Evolution
Reliability and Validity
Download a Free Guide
Send E-mail
Call +44 (0)161 408 2112
Agency Opportunities
Social Media
Professional DISC profiling for 29 years

DISC Testing: Reliability and Validity

Measuring the effectiveness of DISC

Reliability and Validity are two concepts that help to quantify the performance of any profiling tool.

Probably the most important question about about any personality test is: how well does it measure what it claims to measure? To be of any practical use, you need confidence that profiles accurately represent the actual personalities they describe.

There are two important statistical values that help to measure this level of effectiveness, known as reliability and validity. We'll take a moment here to see what each of these measures means in practice, before going on to see how they relate to DISC testing.


The first measure is a question of consistency: if we test the same person several times, we'd expect to get similar results each time. Reliability measures how much profile results change from one test to another (actually, we should mention that there are several different types of reliability, and the form we're discussing here is specifically test-retest reliability).

We'd certainly not expect results to vary wildly from profile to profile over time, so for an effective profile, we're looking for a high reliability score. Note, though, that people's attitudes and approach really do change over time, so we wouldn't expect to see a 100% reliability level from one profile to the next. (Indeed, understanding changes like this can be valuable in assessing a person's actual performance.)


A more difficult challenge is assessing the validity of a set of profile results: that is, do the factors in a profile measure the personality traits they describe. The usual approach in this context is to measure profiles against another well-established personality inventory. The preferred comparison in a case like this is Cattell's Sixteen Personality Factor questionnaire (or 16-PF for short).

Different profiling techniques measure different factors, so we wouldn't expect to find exact matches in the comparison. We can, however, look at correlations between factors in the two systems, to establish whether factors in one test demonstrate a consistent statistical relationship with those in the other.

DISC Assessed: The Roodt Report

The Roodt Report: Reliability and Validity

You can find a full analysis of how DISC measures up in terms of validity and reliability in A Reliability and Validity Study on the Discus Personality Profiling System. This independently-produced paper is known informally as the Roodt Report after its author, psychologist Karin Roodt of Technikon Natal in South Africa. You can read the full contents of the paper at the link below:

The Complete DISC Solution For Your Business

  • Reliability: A measure of how consistently a test measures a person's personality factors from one profile to the next.
  • Validity: A measure of how well a profiler reports on the specific factors it is designed to assess.
  • A Note on Scales: If you're unfamiliar with statistical reporting, it might be useful to mention that values are typically expressed on a scale from 0.0000 to 1.0000. If it's helpful, you can think about this scale as corresponding to the more familiar 0% to 100%.
  • About p-Values: The 'p-values' you'll find in the report describe the probability that a particular correlation occurred by chance, so lower values relate to more strongly established correlations. Conventionally a p-value of less than 0.0500 is seen as statistically significant.
Get Started Now

Get Started Now

Choose the package to suit you from our range of special business offers.

Looking for your own personality report?

Looking for your own personality report?

Understand your work style, help build your CV, and much more with your own personal report.

Download your <em>free</em> guide to DISC personality testing

Download your free guide to DISC personality testing

DISC: The Complete Introduction

Learn how DISC assessment can help improve your recruitment process, team building and leadership development.

Axiom Software Ltd Head Office: Empress Buildings, 380 Chester Road, Manchester, M16 9EA, United Kingdom
Telephone: +44 (0)161 408 2112|Skype: axiom_office|E-mail
Registered in England No 02888933|VAT No UK VAT: GB638 8466 88 / EU VAT MOSS: EU372018397|Privacy Policy|Terms of Use
Copyright © 2016-2023 axiominternet group limited