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

DISC can be used to perform a wide variety of functions, as we will see later in this section. Of all the technique's possible applications, recruitment is the one that sees most activity. The majority of practical DISC systems are used in this area, and it is a fact that many people see DISC simply as a recruitment tool.

So wide is the field of recruitment, in fact, that it is difficult to cover all conceivable uses of DISC within it. This section looks at four popular and effective recruitment applications of DISC, and examines some of the advantages, and pitfalls, associated with each.

Shortlisting

It is a fact of life that, especially in times of economic hardship, job vacancies attract large numbers of potential candidates. Application rates can often run into the dozens or even hundreds, far more than can be practically interviewed. Of course, most organisations solve this problem by drawing up a shortlist of the most promising candidates for a post, and interviewing only the members of this list.

With so many applications for a single position, however, producing this shortlist can itself be a time-consuming and difficult task. Standard application forms and curricula vitæ rarely convey enough information, in themselves, to make a solid decision about a particular candidate's suitability for a post. It is here that DISC can help.

Because DISC results can be produced from a paper questionnaire, it is possible to include such a questionnaire when mailing application forms. The contents of these questionnaires allow a picture of the styles of applicants to be built up relatively quickly. These results can then be compared against a pre-defined 'ideal' profile for the job, expediting the shortlisting process. If a very large number of applications are involved, this is clearly a task more suited to a computerised DISC system, although the technique can also be applied with manual systems.

It is important to note that in shortlisting, as in all its applications, DISC is merely a useful aid. To draw up a complete shortlist from styles alone is not practically possible, because DISC has no way of addressing other important issues, such as qualifications and previous experience.

Pre-interview Assessment

Once a shortlist has been completed, and invitations to interview have been despatched, DISC has another important part to play in the recruitment process. This is the point where most commercial DISC users apply their systems - to profile and assess the candidate on their premises before an interview.

If a set of results has already been produced through the shortlisting process, it is not generally appropriate to profile the candidate a second time before interviewing them. This is because a second profile created within a few days of the first can affect the results. The exception to this arises where the original questionnaire showed a Compressed Profile, in which case a second can help to establish whether the compressed effect is real, or simply due to a misunderstanding of the technique's requirements.

Interviewing

The ultimate use of these DISC results is to aid the interviewer during the interview itself. It can do this in two ways.

First, the DISC interpretation of a candidate's profile can bring to the surface potential difficulties that would never emerge in the course of a normal interview. These problem areas can be probed by the interviewer to assess their relevance with reference to the job in question. Almost all DISC systems can generate a list of disadvantages of this kind, but some of the more advanced, automated, systems are able to go one step further and generate a list of problem areas relative to a specific job.

Second, DISC can help to improve communication within the interview. This is a more subtle and less tangible benefit, but it can have a significant impact on the progress of the discussion. By making themselves aware of an interviewee's motivating factors, the skilful interviewer can encourage them to reveal information, and help to relieve the understandable pressure of an interview situation and so ease communication.

Some interviewers actually discuss a candidate's DISC report with them during the interview, while others prefer to use the information as a basis for their own questions. Neither of these approaches is significantly better or worse than the other; ultimately a decision about whether to use the DISC report directly in the interview is a matter for the interviewer's own preference.

Rejection

A little-used approach, but one that is growing in popularity, is the application of DISC to ease rejection of unsuitable candidates. Some organisations now include a DISC report with rejection letters, giving the candidate a clear idea of the reasons for their rejection, and also offering them some guidance in the further development of their career. This positive approach can not only help relieve the disappointment of unsuitable candidates, but also improve the general perception of the organisation.


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