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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Job Matching

We have looked in some detail at the ways in which DISC can be used to describe an individual's behaviour. As well as this, a DISC profile can also be used to describe an ideal type for a particular job, a property that makes 'Job Matching' possible. This is the process of comparing an ideal DISC shape against one or more actual candidates' profiles, making it possible to quantify the suitability of each candidate for a position.

Before embarking on a discussion of Job Matching, it is important to point out that the behavioural aspects only represent a part of the equation. Other factors such as qualifications and work experience also have an important part to play in making decisions of the kind discussed in this section. When we use terms such as 'suitability' within this guide, they refer specifically to the behaviour. It should always be borne in mind that there are other factors affecting any individual's fitness for a particular role, and that behaviour only represents one piece of the puzzle.

Before Job Matching can be used, it is necessary to construct a picture of the ideal style for a job. The model, called a Job Profile (or, occasionally, a Job Template) describes the levels of Dominance, Influence, Steadiness and Compliance representing the optimum style to fulfil the position. To illustrate, consider the requirements for work in Direct Sales - to succeed, a candidate will need a powerful, determined approach with strong communication skills, a tenacious and urgent pace, and an independent nature to work effectively with little or no supervision. For a full description of this type, see High Dominance and Influence.

The considerations appropriate to any job will vary from organisation to organisation. To continue the example above, there are positions in direct sales that need a sense of cooperativeness rather than independence, expecting candidates to work in closely supervised environments. In situations of this kind, a higher Compliance score will be necessary.

How is a Job Profile constructed? There are various ways of achieving this, but typically a Job Profile will be produced in a very similar way to an ordinary DISC profile, through the use of a questionnaire. This questionnaire will cover the specific requirements of the job, in behavioural terms, rather than issues relating to an individual's approach.

Once a Job Profile has been produced for a particular role, it can be compared against candidates for that position, or individuals already holding the post. This makes it possible to measure their suitability for that position, greatly accelerating the recruitment and assessment process. The nature of this procedure makes it ripe for automation, and computerised DISC systems usually offer some kind of Job Matching feature, but it can also be performed manually.

Comparison of an individual's DISC profile against a predefined Job Profile can provide a wealth of information. By checking the differences between the DISC factors and sub-traits within the Job Profile against those of the candidate, it becomes possible to isolate areas in which a person is particularly well-suited to a role, and also detect those aspects of their behaviour that might have difficulty in adapting to a position. Further, by comparing the Job Profile against the 'Internal' and 'External' profiles in turn, useful information can be gleaned about the way a person is adapting to their role. We look at this matter in greater detail in the Addressing Specific Problems section.

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