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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Principles of DISC Profiling

As DISC grows in popularity, the number of variations on Marston's original technique also expands to meet different needs. Behind all these variations, however, lies a set of standard principles that any questionnaire must meet to claim the name DISC for itself. In this section, we will outline the way the questionnaire works, and look at different ways in which it can be administered and marked.

Each DISC questionnaire consists of twenty-four questions. This is markedly fewer than many other assessment techniques, which can consist of anything up to six hundred questions. DISC's ability to construct an effective behavioural profile from such a simple question set is undoubtedly a major reason for its success.

Each question consists of four options. For each question, the person completing the questionnaire is asked to select one of the four that describes them most closely. This having been done, they are asked the opposite; which of the remaining three options describes them least closely? As you might imagine, this simple process is very rapid to administer, taking on average ten minutes to complete, and almost never more than twenty.

Administration conditions vary little. Typically, the candidate is asked to imagine themselves in a working frame of mind while completing the questionnaire. Individuals who are not currently in work are asked to imagine themselves in their last job. These administration instructions are an adaptation from the original form, designed to tailor it more closely to commercial use.

In Marston's original questionnaire, the four options making up each question were simple adjectives. A candidate would be asked, for example, whether they considered themselves most gentle, attractive, persuasive or brave. Interpretations of words change over time, of course, and from country to country, and DISC has been adapted to take this into account.

This situation has been eased somewhat by the introduction of phrase- or adjective-based question sets, replacing the traditional four adjectives with an entire statement. Examples of such statements might be 'I try to help others when I can' or 'I believe in standing up for my rights'. This expansion of the original question set helps to reinforce its meaning, and reduces the possibility of misunderstanding by the candidate.

Collecting a person's responses to a DISC questionnaire is only the first part of the process of profiling. Once this information has been acquired, it will need to be collated and marked to produce a DISC profile. Performing this task manually can be an arduous task, and is unavoidably prone to errors. For this reason, many vendors have introduced labour-saving techniques such as telephone marking, or complex systems of colour-coding. Probably the only real solution to this problem to have appeared to date is the use of computers to expedite the marking and calculation process.


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