The DISC Test
The DISC test – recognised worldwide as a valuable and accurate personality assessment tool. Applications:
- Team building
- Improving communication skills
- Encouraging collaboration
- Relationship building at work… and at play
- Relationship building at work and at play
Discovering behaviour through DISC
| Dominance Direct, forceful and decisive. Enjoys a challenge. |
| Influence Energised by others. Enthusiastic and optimistic. Enjoys influencing people. |
| Steadiness Co-operative, patient and thoughtful. |
| Compliance Strives for order & structure. Detail and quality conscious |
Their CV helps you to select a person based on their education, skills & experience.
Their DISC assessment goes further.
It helps you to select a person based on their CV and on their behavioural style, communication preferences and personality strengths.
Artificial Intelligence – Personality Assessments
AI is changing the workplace — but it’s our personalities that make our teams stronger.
Unlock the power of your team with DISC
DISC tests based on the highly successful DISC model of personality have been administered more than 100 million times throughout the world. Organisations and facilitators feature DISC profiles to spark meaningful cultural shifts—empowering lasting behavioural change that transforms teams and strengthens organisational dynamics.
Every team brings together people with different perspectives, communication styles, and approaches to work.
DISC helps you to recognise and understand those differences and thereby build stronger relationships, improve communication, and unlock the strengths within your team.
DISC – simple, effective, insightful
This DISC Personality Test was developed in response to strong demand from business leaders and professional coaches. They consistently expressed the need for a personality assessment that is accurate, cost-effective, easy to administer, and delivers concise, actionable insights in a straightforward report.
Personality assessments such as DISC aren’t just HR tools — they’re team-building essentials. They help us understand how each person contributes, communicates, and collaborates. When you know your team on that level, you don’t just work together – you click together.
How to use our DISC test
You can simply click and buy. There is no need for expensive training or obligatory ‘certification’. You can click and buy.
Or, email and we will create a unique secure dashboard/control panel for you personally from where you will administer your DISC tests.
The DISC Report
The DISC Report has been designed to be user-friendly and easily interpreted. Our main objective:
– to be as comprehensive as possible without being too complicated.
– to make the content easily understood by all – including people who are not familiar with the DISC model of personality.
The DISC Questionnaire
The DISC questionnaire consists of 28 sets of culture-free multiple choices and takes about 12 minutes to complete. Every single phrase and question has been carefully calibrated to ensure accurate results.
Recruiting
Research shows that a poor hiring decision can cost an organisation the equivalent of 6–9 months’ salary. But the real damage often goes far beyond the financial hit.
Team morale suffers. Confidence drops. Trust erodes. Productivity slows. And unlike the direct cost, those hidden impacts can take far longer to repair.
One wrong hire can disrupt workflows, stall growth, and drain energy across an entire team — often because personality and culture fit weren’t assessed early enough.
That’s where DISC makes a difference.
DISC helps you understand how a candidate is likely to communicate, collaborate, and fit within your culture — before the hiring decision is made.
Right people. Right fit. Right from the start.
Personality Predicts Job Success
For years psychologists turned to cognitive ability – intelligence – as a predictor of job performance:
But intelligence alone is only part of the story, say researchers.
Personality, rather than intelligence, predicts job success!
‘University of Tulsa’
