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.

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'Redeployment' refers to the reallocation of roles within a department or organisation. In many ways, it is similar to the recruitment process, but with a greater volume of first-hand information available about potential candidates. If the organisation is a regular user of DISC-based assessment, then this information will include DISC profiles. This can be of great help in identifying the right candidate for the right role.

In this context, there are two main types of redeployment, which we have christened 'organisational' and 'individual'. There are significant differences of approach applicable to each of these, and so we will examine each individually.

Organisational Redeployment

This term describes situations in which new positions or roles are opening up within an organisation, roles that should ideally be filled by existing members of that organisation. A prerequisite of the use of DISC in helping to find the right person for a new role is a clear idea of the behavioural requirements for the new position (a Job Profile). Clearly, to examine the suitability of a number of different candidates, a DISC profile for each will also be necessary. By comparing the DISC factors of the candidates against the stated ideal, an idea of the most suitable individual(s) can quickly be built up.

If some sort of automated matching facility is available (and this effectively means a computerised DISC system) it becomes practical to assess all existing members of an organisation against the requirements of the new position. Where only paper-based records are available, the options will be more limited - in this case, it is usually necessary to draw up a shortlist on other criteria before embarking on the matching process.

Individual Redeployment

Individual Redeployment is typically far less common than its counterpart. This term describes the situation where a particular person or group needs to be relocated within an organisation. This will normally be because their current roles are becoming redundant, but other reasons for Individual Redeployment may also arise from time to time.

In DISC terms, this process is effectively the reverse of Organisational Redeployment. Instead of matching a number of candidate profiles against an individual Job Profile, a number of Job Profiles representing the available posts will need to be matched against only a few candidate profiles.

This fact means that the use of assessment in this field is more difficult to achieve than Organisational Redeployment. This is because most DISC users maintain files of recruited candidates' DISC profiles, but very few possess a complete set of Job Profiles covering every role within their organisation. Such a database of Job Profiles can bring real advantages, but the practical limitations to its construction will usually mean that it is only achievable by a computerised DISC system.

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