About the Test
The DISC Personality Assessment Test is an essential tool in the search for organisational and personal success. Administered more than 100 million times, the DISC Test allows individuals to identify and maximise their talents, and it allows organisations to select and develop the right people for every role.
Originally developed in the 1920s by psychologist and educational consultant William Marston, DISC testing has since been refined and validated by many eminent psychologists and HR professionals, and today it is considered the preeminent workplace assessment tool.
The DISC Test 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”.
Dominant personalities are able to assert themselves, control situations and deal with problems when they arise.
High scorers are usually direct, decisive and driven individuals. Confident and positive, they enjoy being the centre of attention and may even take it for granted that others think highly of them.
Influential personalities excel at dealing with other people. They relate to others easily and communicate effectively.
High scorers tend to be hugely social individuals. They’re enthusiastic, optimistic, outgoing and inspiring. They are people people, never happier than when they’re at the heart of a team.
Steady personalities are patient, persistent, reliable and thoughtful. They are motivated by and help to create stability, security and harmony.
High scorers are even-tempered and loyal. They can be relied upon to complete the task in hand and to carry out routine work with patience and care.
Conscientious personality types are accurate, precise and highly structured in their approach to their tasks, procedures and responsibilities.
High scorers are responsible and meticulous, with a preference for proven methods. They are also known as ‘compliant’ personalities as they tend to comply more easily with rules and regulations.
The questionnaire consists of 28 sets of four multiple choice statements that take around 10-15 minutes to complete.
The report provides scores and descriptions for the four DISC traits and places the test-taker into a specific ‘Pattern’ or Classification.
At DISC Test, we also ensure that the insights contained in the report are:
– clear and user-friendly
– related in easily understood, everyday language
– designed specifically to bring the right individuals together with the right organisations
This particular DISC Test was created in response to high levels of demand from recruiters, HR professionals, counsellors and coaches, who wanted a succinct report that could be interpreted without the need for training or accreditation.
We promise that the results of our test are as accurate as any other DISC Personality Test.
The DISC Test Challenge
Are you already using a different DISC test provider? If so, we invite you to take the DISC Test Challenge, 100% free of charge. All it entails is comparing our DISC Test with the one you’re currently using, and checking to see which is more accurate and cost-effective. We’re pretty sure you’ll be glad you gave us a shot. Drop us a line and let us know what tests you’re currently using, as well as your average monthly usage, and we’ll take care of the rest.
Full Client Support
Get in touch today and find out how DISC can help you.
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£24.25 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.