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  DISC profile and psychometric assessment with reports and features including job matching, teambuilding, relationships, motivation and leadership analysis.

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  Your Free Guide to DISC personality testing: Learn how DISC assessment can help improve your recruitment process, team building and leadership development.

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Features and Services

• DISC Testing: Invitations and Questionnaires

  The DISC testing process is all handled for you; the entire process is managed through automated systems, and results are compiled as soon as they're ready to view.

• The DISC Personality Report

  We offer one of the most comprehensive and sophisticated DISC reports available. Each report is uniquely tailored to an individual set of DISC results.

• DISC Profile Feedback

  We offer direct candidate feedback for DISC results: the Feedback Report gives candidates a convenient and accessible way to review their own DISC profile.

• The DISC Profile Motivation Spectrum

  We give you direct insight into the motivating and demotivating factors for any personality with the Motivation Spectrum report.

• Remote and Home Working DISC Reports

  We provide specialised reports looking at the ways a candidate will operate in remote working conditions, and how their performance can be optimised when away from an office environment.

• Job Matching with DISC Profiles

  The Job Matching feature helps you find the optimum DISC personality style for any role. Choose job styles from a library, or create your own with the built-in Job Profiler.

• Using DISC Profiles to Manage Relationships

  Relationship assessments use DISC to describe the personality dynamics of any working relationship, looking at the relationship from both perspectives.

• Using DISC Profiles in Team Building

  DISC team building uses personality profiles to help model and assess any team, exploring relationships within the team, individual team roles, leadership issues and much more besides.

• Sample DISC Assessment Reports

  Explore the wide range of reports we can produce: not only the DISC personality report, but also reports for feedback, Job Matching, relationships, teams and more.

• DISC Assessment Platforms and Apps

  DISC profiling is available on a wide range of different platforms, and through apps for mobile devices and tablets.

• Customised and Branded DISC Profiling

  Completely customise your candidates' DISC profiling experience, using your own logo and colour scheme on all your DISC questionnaires or reports.

• DISC Assessment and Reporting: Languages

  We can provide DISC questionnaires and reports in a wide range of different languages, with the power to switch from one language to another quickly and easily.

DISC

• What is DISC?

  A DISC test gives you personality profiling that's easy to use and affordable. A DISC profile produces a detailed picture of any personality from a simple questionnaire.

• How DISC Works

  Find out how a DISC personality test, using DISC theory, can build up a powerful and sophisticated overview of any individual's behavioural style from just a simple questionnaire.

• Benefits of the DISC Profile

  A DISC assessment brings real and varied advantages. Its core benefits lie in recruitment, but it can also help to integrate and develop people throughout an organisation.

• The History and Evolution of DISC Assessment

  Though DISC assessment itself originated in the 20th century, some of its core ideas have a remarkably long history, stretching back as far as ancient Greece.

• D for Dominance

  The DISC factor of Dominance relates to assertiveness, drive and ambition, describing a dynamic individual with a direct, forceful and competitive attitude.

• I for Influence

  The DISC factor of Influence relates to openness and positive communication, describing a self-confident person with an outgoing and expressive attitude.

• S for Steadiness

  Steadiness, or 'S', is the third factor of DISC. People with a high 'S' factor work steadily and reliably, showing a focused, deliberate and patient attitude.

• C for Compliance

  Compliance, or 'C', is the fourth factor of DISC. People with a high 'C' factor have an organised, cautious attitude, and approach tasks in an analytical way.

• DISC Testing: Reliability and Validity

  The Roodt Report is an independent assessment of the DISC profiling system, providing a detailed study of the reliability and validity of the system.

• DISC Assessment Training

  An online DISC training course introducing the DISC personality profiling system through an interactive video experience.

Understanding DISC I

The Theoretical Basis of the DISC System

• Introduction and Contents

  An introduction to the basic ideas behind DISC personality assessment, looking at the ways two fundamental behavioural traits build a detailed DISC profile.

• What is Personality?

  'Personality' is a word with many different definitions, but here we look at the operational description of personality used by the DISC profiling system.

• History

  The concept of classifying personalities goes back into ancient history, evolving and developing over time to give us modern techniques like the DISC test.

• Two Behavioural Axes

  Behavioural axes are part of the underlying theory behind DISC assessment, specifically two intersecting axes describing degrees of Assertiveness and Openness.

• Assertiveness and Receptiveness

  One of the two personality axes behind DISC describes attitudes and motivations relating to drive and activity, from high Assertiveness to high Receptiveness.

• Openness and Control

  One of the two personality axes behind DISC describes a spectrum of interpersonal behaviours ranging between the concepts of Openness and Control.

• The Biaxial Model of DISC

  The 'Biaxial Model' is the theoretical construct that connects different personality types. and helps us to understand their similarities and differences.

• A Note on Profiling Techniques

  The 'Biaxial Model' is the theoretical construct that connects different personality types. and helps us to understand their similarities and differences.

Understanding DISC II

The Style Card

• Introduction and Contents

  The Style Card is a simple and straightforward means of representing a DISC personality style, and exploring the relationships between DISC factors.

• The Style Card Concept

  We can plot personality styles on a grid - the Style Card - to give us a simple overview of the fundamental factors at work within a behavioural style.

• Naming the Styles

  It's convenient to assign memorable names to the major divisions on a DISC Style Card, identifying types such as Driver, Communicator, Planner or Analyst.

• Motivation

  Each of the core DISC personality types is motivated in quite different ways. Here, we a look at the ways motivating factors change from one type to another.

• Pressure Responses

  Different personality types not only feel pressured in quite different kinds of situations, but also show a whole range of different responses to pressure.

• Negotiation Strategies

  Each of the personality types of the DISC Style Card have their own motivations, and so understanding those types can help in building negotiation strategies.

• Suitability Comparison

  Looking at the ways that different Style Card personality types interact with one another give us a useful introduction to DISC relationship assessment.

Understanding DISC III

The Four Factors

• Introduction and Contents

  A detailed and comprehensive overview of the workings of the DISC assessment system, from first principles to more advanced interpretation techniques.

• From Style Card to DISC Graph

  Style Card personality types can be mapped onto full DISC profile patterns, with each segment of the Style Card corresponding to a DISC profile shape.

• Principles of DISC Profiling

  There are a series of common principles lying behind DISC questionnaires and their interpretation that help us build a useful picture of a personality.

• The Basics of DISC Graphs

  A DISC graph gives a clear overview of a personality's relative levels of Dominance, Influence, Steadiness and Compliance in different kinds of situation.

• D for Dominance

  Dominance, or simply 'D', is the first of the four DISC factors and relates to traits such as independence, competitiveness, ambition and personal drive.

• I for Influence

  Influence, or simply 'I', is the second of the four DISC factors and relates to traits such as sociability, personal confidence, openness and expressiveness.

• S for Steadiness

  Steadiness, or simply 'S', is the third of the four DISC factors and relates to traits such as patience, reliability, consistency and acceptance of others.

• C for Compliance

  Compliance, or simply 'C', is the last of the four DISC factors and relates to traits such as structure, procedure, rule-orientation and organisation.

• Changes Across a Series

  DISC profile shapes can change substantially from one graph in a series to another in a profile series. Here we look at the implications of changes like this.

• Twelve Standard Sub-traits

  DISC provides a useful technique for quickly extracting even more sophisticated information from a graph, a technique is known as 'sub-trait analysis'.

• Job Matching

  Job Matching involves comparing an individual DISC profile against a personality template for any role to assess a candidate's suitability for that role.

• Stress

  DISC assessment can help to identify certain types of stress, or 'profile tension', by looking at the ways a personality is adapting to different situations.

Understanding DISC IV

DISC Profile Shapes

• Introduction and Contents

  An interactive guide with general interpretations for the most common DISC profile shapes, looking at communication, common abilities, motivations and more.

• High D Only

  A DISC profile where Dominance (or 'D') appears as a sole high factor describes a person whose style is efficient, self-motivated and independent.

• High I Only

  A DISC profile where Influence (or 'I') appears as a sole high factor describes a person whose style is friendly, enthusiastic and self-confident.

• High S Only

  A DISC profile where Steadiness (or 'S') appears as a sole high factor describes a person whose style is patient, thoughtful and persistent.

• High C Only

  A DISC profile where Compliance (or 'C') appears as a sole high factor describes a person whose style is co-operative, accurate and sensitive.

• High D and I

  A DISC profile with two high factors of Dominance and Influence describes a person whose style is self-motivated, independent, enthusiastic and self-confident.

• High D and S

  A DISC profile with two high factors of Dominance and Steadiness describes a person whose style is efficient, independent, thoughtful and persistent.

• High D and C

  A DISC profile with two high factors of Dominance and Compliance describes a person whose style is efficient, self-motivated, accurate and sensitive.

• High I and S

  A DISC profile with two high factors of Influence and Steadiness describes a person whose style is friendly, self-confident, patient and persistent.

• High I and C

  A DISC profile with two high factors of Influence and Compliance describes a person whose style is friendly, enthusiastic, co-operative and sensitive.

• High S and C

  A DISC profile with two high factors of Steadiness and Compliance describes a person whose style is patient, thoughtful, co-operative and accurate.

• High D, I and S

  A DISC profile with combined high Dominance, Influence and Steadiness describes a person who is independent, self-confident and persistent in style.

• High D, I and C

  A DISC profile with combined high Dominance, Influence and Compliance describes a person who is self-motivated, enthusiastic and sensitive in style.

• High D, S and C

  A DISC profile with combined high Dominance, Steadiness and Compliance describes a person who is efficient, thoughtful and accurate in style.

• High I, S and C

  A DISC profile with combined high Influence, Steadiness and Compliance describes a person who is friendly, patient and co-operative in style.

• Special Situations

  Sometimes DISC profiles can form unusual patterns ('compressed', 'extended' and so on), and each of these special cases has its own particular implications.

Understanding DISC V

Application Areas

• Introduction and Contents

  DISC assessment has a host of application areas, from recruitment and assessment to team-building, conflict resolution and career development.

• Recruitment

  Recruitment is probably the area where personality profiling is most actively applied, with applications in all areas of the selection and hiring process.

• Cultural Integration

  Cultural integration is the process of inducting a new member into a group or organisation, and an understanding of personality is crucial to this process.

• Assessment

  A DISC assessment, or behavioural profile, has a part to play in ongoing appraisal, helping to build a comprehensive picture of staff performance and effectiveness.

• Redeployment

  DISC behavioural assessment and role matching can provide vital insights to help redeploy individuals into the best suited roles within any organisation.

• Team-building

  Personality is a key factor in team building, and a profiling tool like DISC can give you deep insights into the ways people work together in a group.

• Addressing Specific Problems

  DISC assessment can play a part in identifying sources of both personality conflicts in the workplace, and help to address personality issues like this.

• Career Development

  DISC can help to identify career paths most closely suited to individual personality types, by matching careers against a person's preferences and motivations.

• DISC Profiles and Job Matching
• The History and Evolution of DISC
• DISC Factor Guides: Dominance
• DISC Factor Guides: Influence
• DISC Factor Guides: Steadiness
• DISC Factor Guides: Compliance

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