Frequently Asked Questions About DISC Assessments

1. Is the behavioral profile the same as a personality test?

2. Does our behavioral design change throughout our lifetime?

3. Is testing legal for hiring?

4. How can your accuracy be so high when there are only 24 questions?

5. When you say 91% accurate, what exactly do you mean? How can your assessment be validated?

6. What are these assessments used for besides hiring?

7. Can you measure intelligence and honesty with your DISC or Values assessments?

8. Do I need to show the assessment to a candidate I do not hire?

9. What do your assessments cost?

10. How long does it take to process the reports?

11. I have heard there are 16 behavioral types that comprise 95% of the population?

12. You don't use graph three as some other companies. Isn't that a weakness or flaw in your assessments?

13. Which behavioral style is best?

14. Will this report tell me if a person is clinically depressed, manic-depressive, psychotic, or severely neurotic?

15. What is the population break down of the different styles?

16. Why do you use value assessments when the behavioral assessment looks so complete?


Q. Is the behavioral profile the same as a personality test?
A: Personality is very complex and has so many component parts that no instrument can accurately measure it. Our assessments measure behavior and the associated emotions. We look at how a person behaves at work, their masked behavior Vs their natural or core style. Our assessments give extraordinary insights but we would not be correct in identifying them as personality tests. There are no REAL personality tests. People may call them by that name but they only measure specific areas, not the entire DNA of human psychology.

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Q. Does our behavioral design change throughout our lifetime?
A: Our natural style tendencies are fairly well fixed from childhood. Most people remain relatively constant in their behavioral model. Sometimes a personal catastrophic event can impact the behavioral design. Most people never vary to any great degree from their original behavioral profile.

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Q. Is testing legal for hiring?
A: First of all, assessments are not tests. There are no right or wrong answers. Second, the answer is YES. When used in accordance with prescribed EEOC guidelines they are appropriate. The United States Supreme Court has so stated. This assessment has been administered over 3,000,000 times without one legal challenge.

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Q. How can your accuracy be so high when there are only 24 questions?
A: The computer assembles the report based on the respondents’ answers to the MOST LIKE and to LEAST LIKE questions. From this preliminary evaluation, the mathematical capability of our software allows us to produce the high degree of accuracy by analyzing almost 40,000 behavioral and emotional variations.


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Q. When you say 91% accurate, what exactly do you mean? How can your assessment be validated?
A: Only the respondents can validate our accuracy. We have polled thousands of participants and arrived at a composite 91% accuracy.


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Q. What are these assessments used for besides hiring?
A: Building high performing teams, conflict interventions, developing sales people, sales teams and selecting future leaders from within a company. They are also the most integral part of any mentoring or coaching program. The most important use of the assessment is the use as an operations manual for each person that has been assessed. The report describes how to communicate, motivate and manage the employee or coaching participant. It also tells the employer-coach what the "ideal work/job" is, to maximize the success of the new hire or potential new supervisor-manager.


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Q. Can you measure intelligence and honesty with your DISC or Values assessments?
A: No, to measure intelligence or honesty, you would need to use some of our other instruments.


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Q. Do I need to show the assessment to a candidate I do not hire?
A: It is our understanding you do not have a legal obligation. We also believe that a person you do hire may request to see the assessment and in that case you would be mandated to do so. (This is an opinion. To ensure your legal rights, check with professional legal counsel in your state.) We suggest you do not weight our assessments more than 33% of your entire hiring criteria. It is also a good idea to inform the candidate in advance of this policy, and better yet, give it to them in writing.


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Q. What do your assessments cost?
A: Our answer is to ask you a question: What does a hiring mistake cost you? We believe our assessments cost less than 1% of what it costs if you make a mistake. Our prices range from $25 to $300 per candidate.


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Q. How long does it take to process the reports?
A: We place the reports back on your desk, via e-mail, in approximately one minute after your respondent completes them.


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Q. I have heard there are 16 behavioral types that comprise 95% of the population?
A: You may have heard that statement but as behavioral analysts we cannot find any validation to support this hypothesis. Our research does validate 54% of the population can be placed into the 16 styles model. The balance of the population must be forced into a style which resembles one of the 16 but is not an accurate fit. We use 384 styles, giving our assessments precise accurate behavioral definition.


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Q: You don't use graph three as some other companies. Isn't that a weakness or flaw in your assessments?
A: Exactly the opposite is true. Graph three has never been validated and cannot be. We are bound by strict empirical methods in keeping with the highest standards of behavioral research. We do not utilize any tool that has not been validated and has not withstood the rigors of strict scientific methodologies.


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Q. Which behavioral style is best?
A: There is no best, worst, or average. Each person is a compendium of the different styles. Some components are stronger than others, some are less predominant. We depict how a person will act behaviorally. We do not make value judgments on that behavior. It's not good or bad, it's "behavioral diversity." We CAN predict which behavioral styles are better suited to handle specific jobs and careers.


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Q. Will this report tell me if a person is clinically depressed, manic-depressive, psychotic, or severely neurotic?
A: The answer is an unequivocal NO. These assessments depict normal behavior. We are not assessing abnormal behavior. We do not attempt to do any kind psychological analysis of dysfunctional behavior. We do predict stress levels, disappointment, burnout and numerous other behavioral adaptations related to the work environment.


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Q. What is the population break down of the different styles?
• The Dominant Director/Male=18% Female=13%
• The Socializer-Influencer style=28%
• The Steady-Structured style=40%
• The Compliant-Rules-Driven style=14%


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Q. Why do you use value assessments when the behavioral assessment looks so complete?
A: Yes, it's true, the behavioral assessment we produce is extremely comprehensive and produces a high degree of predicitive reliability. However, the real driver of all humans is their Attitudes-Values. By measuring the values, we predict "will" the person do specific things Vs, "how" will they approach them. The values drive the entire predictive analysis. No behavioral assessment will provide a high degree of predictible reliabilty without being integrated with a values assessment. It isn't about how you look, dress and talk. The true measure is your passion. What is driving you? We know how to find those answers. Our assessments lead the entire world in this dual technology.

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