DISC assessment is an essential tool for boosting the performance of employees. It also equips employees to perform against an adverse economic backdrop. During the 2008 global meltdown, behavioral assessments helped organizations create an improved work environment.

Companies are increasingly feeling the need to bring significant changes in their systems and processes. With the help of DISC assessment, employees can be trained to quickly adapt to such changes.

DISC Assessment and High-Involvement Work Practices
Recent trends have companies switching from “free-agent work practices” to “high-involvement work practices.” According to a study published in the Academy of Management Journal, there is a high level of association between high-involvement work practices and employee productivity. High-involvement work practices depend heavily on the proper understanding of employee behavior patterns and their emotional strengths and weaknesses.

It is in this regard that DISC assessment plays an important role in the growth of organizations. DISC profiling helps in determining such personality factors that can improve an employee’s performance. It familiarizes employees with their own styles and preferences.

In this way, employees not only continue to grow in the company, but also sustain their growth during the time of adversity. Your Ultimate Success (YUS) has taught many organizations effective ways of sustaining growth in difficult situations with the help of DISC assessment.

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DISC assessment is an effective tool for identifying the right match for a given job profile. DISC is a model for behavioral assessment that tests four important behavioral attributes of a prospective employee. These include Dominance, Influence, Steadiness and Compliance. These personal attributes are judged by testing the candidate’s preferences with the help of a questionnaire.

DISC Assessment: Growing Importance
The need for a continuous supply of high potential human resources has introduced new trends in hiring. According to a survey conducted by Career Builder, more and more employers are now looking outside their own industry for hiring. The survey showed that 78% of the companies were willing to hire employees from industries other than their own. It is, thus, not the technical or vocational skills that are of utmost importance. Equally important are the behavioral attributes, which can be judged through DISC assessment.

DISC Assessment: Identifying Employees for Different Roles
DISC assessment plays an important role in identifying the right employees. For instance, if the DISC assessment for a particular employee results in a high D attribute, s/he would be suitable for a managerial position. Similarly, a person with a high I score would suit a sales position.

Your Ultimate Success (YUS) has helped diverse companies in their hiring endeavors by using DISC assessment.

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DISC assessment provides an effective method of judging the behavior of prospective employees. It is a behavior assessment model that offers profiling techniques of determining a person’s traits that has implications on his/her professional life. DISC assessment covers four areas of a person’s behavior – Dominance, Influence, Steadiness and Compliance.

According to a Michigan State University study, traditional hiring techniques (including resume reviews, interviews and reference checks) result in only a 14% likelihood of successful hiring. With the help of DISC assessment, an employer finds out if the person that is being hired has a motivating or de-motivating personality. A person’s strengths and weaknesses could be easily found out with the help of this method.

DISC Assessment: How it Works
DISC assessment is carried out in the form of an online questionnaire. Based on a person’s responses, a report is generated. The main focus of this behavior assessment is to determine the preferences of the person. By matching such reports with the required role in the organization, employers can find out the person’s suitability for the job. In this way, behavior assessment contributes to the hiring process by identifying the candidate who best suits a particular job.

Due to a host of benefits provided by this method, DISC assessment is used very commonly by HR professionals for effective hiring. Your Ultimate Success (YUS) has expertise and experience in DISC assessment and has assisted companies in successful hires.

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DISC assessment is based on two fundamental aspects of an individual’s personality, namely Assertiveness/Passivity and Openness/Control. A standard DISC assessment tool evaluates these aspects through a questionnaire that usually comprises 24 questions. A participant is expected to respond to these questions so that the responses can be matched to desirable traits in a standard DISC profile.

Four Dimensions of DISC assessment

The four dimensions of DISC assessment facilitates a four dimensional analysis of an individual’s behavior. Parameters include Dominance, Influence, Steadiness and Compliance.

Types of DISC profiles

Different organizations use of different types of DISC profiles. After all, a DISC profile is a multipurpose learning tool that helps employees to analyze the extent to which they are utilizing their potential. They are further encouraged to develop solutions to ensure better improvement.

Popular types of DISC profiles include the following-

• DISC Classic Profile: Helps to develop and enhance productive communication, relationship building and rapport formation.
• PIAV Instrument: Reveals in-depth knowledge about an individual’s personal interest, attitudes and values. It comprises behavioral analysis based on six scales, which are theoretical, utilitarian, aesthetic, social, individualistic, and traditional.
• Style Insights- Disc: This is basically an assessment tool that facilitates behavioral analysis. The analysis is based on scales of “Dominance-Challenge,” “Influence-Contact,” “Steadiness-Consistency,” “Compliance-Constraints.”
• Team Dimensions Profile: This offers valuable insights into natural team roles.

Other profiles include time assessment profile, sales action profile and aspects of leadership profile.

DISC profile assessment is devised by Your Ultimate Success (YUS) and used worldwide by HR professionals, sales consultants, trainers and even government employees.

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The history of DISC assessment can be divided into three parts, namely Marston’s era, Clarke’s era and Bonnsetter’s era. William Moulton Marston’s research on behavior assessment proved to be the foundation for DISC assessment. He identified primary attributes of an individual’s personality. This became the cornerstone of modern day DISC assessment.

Evolution of DISC Assessment

Here are some more interesting facts pertaining to the evolution of DISC assessment:

• Marston’s era: Dr. William Moulton Marston, a Harvard scholar, authored a book titled, The Emotions of Normal People in 1928. In this book, Marston identified the building blocks of behavioral responses as dominance, influence, submission (now steadiness) and caution (now compliance).
• Clarke’s era: In 1940, Walter Clarke created an instrument called the ‘Activity Vector Analysis.’ This tool quantifies an individual’s perception about oneself vis-à-vis how the person wants to be perceived by others. The dichotomy between the two perceptions revealed remarkable insights, following which Cleaver modified it further in 1950 and developed the ‘Forced Choice Instrument’ that consisted of 24 questions.
• Bonnstetter’s era:  In the 1970′s Bill J. Bonnstetter, a pioneer in behavior assessment established Target Training International (TTI) and TTI Performance Systems, Ltd.  In 1984. he created the first computerized version of DISC assessment.  In addition, Bill J. Bonnstetter received two patents, one for developing personalized reports that integrated values and behaviors, and another for TTI’s job benchmarking process.  Presently, more than 5 million people have benefitted from over 30 softwares, based on Bonnstetter’s assessments.

Effective DISC assessment and behavior assessment solutions embody the expertise of Your Ultimate Success (YUS). With such tremendous systematic implementation, it becomes possible to do away with even minor employee related glitches and optimize an organization’s productivity and excellence.

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Behavior assessment is an effective tool that facilitates organizational cost reduction spanning different levels. Take the example of DISC assessment, a popular behavior assessment tool, which aids calculative pre and post recruitment analysis of every employee. How does this benefit an organization? Truth is that it saves an organization from huge losses in terms of employee turnover and bad hiring.

How Behavior Assessment Reduces Costs

Here are some ways in which behavior assessments reduce costs:

• Promoting effective communication is how these assessments help to reduce costs. In Sun Tzu’s “The Art of War,” it cited parallels between an organization and a hierarchical military organization. It highlighted effective communication as the core strength of any successful organization. It leads to improvement in interpersonal communication. It minimizes unnecessary conflicts and scapegoating. Transparent communication results in multiple cost benefits.

• Better employee selection is another important benefit as employee turnover is a costly affair. On an average, the cost of replacing an employee ranges between 70% and 200% of the salary. This cost spans recruitment costs, opportunity cost of lost productivity and training expenses. Thus, it reduces chances of hiring an inefficient candidate and costs are saved in terms of bad hiring and turnover.

• It facilitates improvement in performance, productivity and team spirit.

• It is useful for training, accurate role allocation and retention of employees.

The benefits of using behavior assessment are many, provided it is implemented by experts. At Your Ultimate Success, we offer the best benefits to the companies we represent through behavior assessment and DISC assessments.

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Behavior assessment and organizational assessments are widely used to hire customer service staff. Based on information from the US Bureau of Labor Statistics in 2006, the head count of customer service representatives totaled to 2.2 million. Predictions for the year 2016 indicate that this total will reach precisely 2.7 million. This represents a significant increase of nearly 25 percent. Due to the sheer size of the customer service industry, it is urgent to implement effective behavioral and organizational assessments without further delay.

Facts on Behavioral Assessments and Effective Hiring

The following are some interesting facts on how behavioral assessments facilitate the effective hiring of customer staff:

• Behavioral assessments are highly effective when the priority is to hire the right candidates for high intensity public interaction.
• A candidate’s personality, emotional intelligence and motivation level can be deciphered through these assessments. These aspects are important as it would affect the candidate’s performance across a variety of service-oriented roles.
• Tools for behavior assessment can be modified to meet the varied requirements of a variety of service industries, such as hospitality, health care, retail services, financial services, and much more.
• Assessments throw light on value-based attributes like tact, trust, conformity, focus, empathy and flexibility. Levels of verbal and non-verbal intelligence are also detailed in these assessments.

Your Ultimate Success (YUS) enjoys vast experience and expertise in hiring the best customer service staff through behavior assessment and organizational assessments.

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Organizational assessments are internal business evaluations that help organizations to identify the areas of improvement in situations like reorganization and streamlining. Organizational analysis also includes employee behavior assessment, which aims at increasing per head productivity.

Benefits of Organizational Assessments:

Implementing organizational assessments can trigger the following benefits:

• Help the management to develop strategies to enhance employee satisfaction levels.
• Provide reliable and detailed analysis pertaining to critical areas for improvement, especially those that are vital to ensure the organization’s long term growth.
• Provide essential inputs for step by step creation of in-depth project plans.
• Facilitate the feasibility and positive impact of the annual planning cycle through year-after-year improvement
• Speed up the development of high-priority action plan to boost the organization’s infrastructure.

Organizational Assessment Techniques:

Organizational assessment techniques impact the performance of an organization by using a variety of techniques such as:

• Comprehensive questionnaires: Aid in creating qualitative and quantitative assessment.
• SWOT analysis: Comprises assessment of strengths, weaknesses opportunities and threats.
• Diagnostic models: Act as benchmarks to assess the assessments.
• Organizational performance management systems: These are used to check organizational performance regularly and keep a check on any aberration.
• A Baldrige-style organizational assessment: This offers a comprehensive, factual and objective appraisal of an organization’s health.

At Your Ultimate Success, organizational assessment solutions are effective in weeding out weak gaps, monitoring the organization’s growth track and executing corrective strategies to optimize performance.

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