Posted 25 May 2007 03:58 PM
Has anyone used the DISC assessment as a form of testing for sales or mgmt employees (new hires and/or for incumbents)? If so, I would like to gain insight into your likes/dislikes relative to DISC as well as SPQ Gold. I would like to set up a call to discuss telephonically, if you've used it and have a few minutes to discuss. I can be reached at 800-543-4200 ext. 7053.

Please feel free to contact me at 843 817 3820.
I have used DiSC as a professional manager and in my current practice.

Jason Ruble
www.wescottconsultinggroup.com

Are you asking about using it as part of the hiring process?

quote:

Originally posted by Fanatic Facilitator:
Are you asking about using it as part of the hiring process?

I just heard about this yesterday from a consultatnt who says you can. I'd be leary - has anyone ever used it as a hiring tool?

It is completely unethical to use those as a means of determining whether or not you hire someone. In fact, Meyers Briggs code of ethics info specifically says that it is not to be used that way. I believe one can/should put DiSC and other similar personal profiles in the same category.

I think it would also put a company in an extremely precarious position legally speaking. How can anyone defend "we didn't hire her because she was a high J"? (for example)

I also have to question any practice that uses results that are supposed to be private to the individual who took the test as means to determine whether or not to hire the person. Furthermore, test results change according to a wide variety of factors, including anxiety/tension. How do most people feel during the hiring process?