About the Test
This test is based on the highly successful DISC model of personality. Tests based on this model have been administered more than 100 million times throughout the world to help select and develop people.
The DISC Theory was developed by William Moulton Marston in the 1920’s. (W. M. Marston: 1893-1947, Harvard graduate, lawyer, psychologist and educational consultant.) Since then the theory has been refined and validated by many eminent psychologists and HR professionals.
The DISC Personality Traits
Some people believe that using the DISC Model to describe personality is an over-simplification. Before coming to such a conclusion please consider this…
“There are only three primary colours and yet they allow us to produce every single colour, tone and hue in the world”.
|Dominance||Describes the way people deal with problems, assert themselves and control situations.|
|High scorers are usually direct and positive with people. They enjoy being the centre of attraction. They may take it for granted that people will think highly of them.|
|Influence||Describes the way people deal with others, the way they communicate and relate to others.|
|Strongly interested in meeting and being with people. They are generally optimistic, outgoing, and socially skilled.|
|Steadiness||Describes temperament – patience, persistence, and thoughtfulness.|
|High scorers have the ability to deal with the task in hand and to do routine work with patience and care.|
|Compliance||Describes how the test-takers approach and organise their activity, procedures and responsibilities.|
|High scorers have a preference for proven methods, are responsible and conscientious. They comply more easily with rules and regulations.|
The questionnaire consists of 28 sets of culture-free multiple choices and takes about 15 minutes to complete.
The report provides scores and narratives for the four DISC traits and places the test-taker into a specific ‘Pattern’ or Classification. The report has been designed to:
– be user-friendly and easily understandable
– provide ‘feedback’ to the test-taker in non-threatening, everyday language
This DISC Personality Test was created in response to a high demand by recruiters, HR professionals, counsellors and coaches. They all indicated that they wanted a report that is succinct and to the point. One that could be interpreted without the need for training or accreditation.
We promise you that the FACTS you get will be as accurate as any other test based on the DISC model of personality. Plus, we provide personal telephone and email client support. (That is not only because we wish to provide a good service. It’s also because we have a vested interest in you using the DISC Personality Test effectively.)
Currently using a DISC model based test? If so, we offer you the opportunity, entirely free of charge, to use and compare the accuracy and cost effectiveness of the DISC Personality Test. Please contact us for full information. At the same time let us know what test/s you are currently using and average monthly usage.
DISC Patterns or Classifications
To help communication and understanding, researchers and experts in the DISC Personality Model have defined what are known as ‘Patterns’ or ‘Classifications’.
These Patterns are based on the relationship between the scores for the four DISC areas measured … on the ‘shape’ of the profile.
The frequency of different patterns amongst the general population has also been taken into consideration.
Full Client Support
Email & telephone support provided. One of our consultants will be happy to talk through interpretation of test results or to answer queries by email.
Have a question?
£22 per test
No Hidden Fees such as additional training or certification fees.
The DISC Personality Test measures personality and behaviour using techniques that cannot be incorporated into a face-to-face interview.
If you have received training to use the DISC Model of Personality you will find our DISC system very valuable and accurate.
Please contact us for more information regarding our system and fees.
Personality Tests are not a Substitute
Personality tests are not a substitute for personal judgement or responsibility! They should only be used in conjunction with conventional selection and interviewing techniques.