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 $35 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.

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Professional DISC profiling for 28 years

A regular assessment schedule is part of the human resources policy of a growing number of companies. By appraising performance through interviews and management reporting, it becomes possible to build a comprehensive picture of staff performance, and isolate any particular problems before they grow to serious proportions. The inclusion of profiling in this process to develop a DISC assessment regime can further enhance its effectiveness.

There are a variety of ways that DISC can help to isolate problems and suggest possible solutions. These include:

Divergent External Profiles

If a particular individual shows marked shifts between their 'Internal' and 'External' profiles, this is an indication that they feel somehow uncomfortable in their current position. This might indicate that they are unsuitable for their present work, but at least as often, it simply reflects an inaccurate perception of the requirements of their position. Discovering which of these possibilities applies in a given situation can usually be achieved by comparing the profile series with a 'Job Profile' for the staff member's role.

Compressed Profiles

The appearance of a 'Compressed Profile' in a DISC profile series is often a pointer to some kind of long-term pressure situation. In a work environment, a Compressed Profile is often a pointer to a lack of direction or certainty, suggesting that the person concerned feels unsure of the expectations of their colleagues and managers, or the nature of work that is expected of them.

Stress

Calculating the stress levels within a DISC profile series can often be a useful indicator of a person's state of mind. It is usually possible to assess whether any stress stems specifically from the work environment, or is associated with the individual's general lifestyle. In either case, high levels of stress will have a detrimental effect on performance over the long term.

Similarity of External Profiles

Where a large number of people working within a department show very similar External Profiles to one another, this is suggestive of a subtle problem. Managers with very strong styles (especially dominant and highly assertive ones) can have a significant impact on their staff, to the extent where an entire department's External Profiles adapt to meet the manager's expectations. While this phenomenon might actually be desirable in a highly structured environment, it is often associated with problems of motivation. This is because members of staff are being forced to suppress their natural abilities, impacting on their performance. Large shifts between the Internal and External profiles can also decrease motivation, again with a negative effect on performance.

Assessment programmes using DISC should not be performed at close intervals. This is not normally a problem, because such assessments would normally be performed at six-monthly or annual intervals. As an absolute minimum, a DISC questionnaire should not be applied on the same person at closer intervals than three months.


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