DISC Personality Testing Key Terms
Some critical terminology for DISC personality testingThe DISC (Dominance, Influence, Steadiness, Conscientiousness) "personality test" is a somewhat new tool used to examine the general psychology and behavioral cues of an individual. Many HR departments find this handy for analyzing potential new hires: some companies also use it as a means to determine potential for leadership. Businesses looking into using the DISC test for any "personnel metrics" can find some of these key terms helpful in figuring out how the whole thing works and how it can best benefit a business, as potential users evaluate just how this data will be utilized in-house.
DISC behavioral profile
High D, I, S or CThe phenomenon of having a "high" component of one of the four DISC types indicates certain over-riding behavioral/personality traits. These can be useful in helping to team up workers to avoid conflict, or in evaluating existing setups.
DISC languageSome DISC testing curriculum providers talk about a "DISC language" for accelerating workplace harmony and leadership potential.
Psychometric testOther providers refer to the DISC as a "psychometric" test because, again, it has a broader application than others that target a specific psychology component. Other tests, like the Meyers-Briggs, are more of what purists would call "psychological" testing.
Online DISCOne alternative for businesses and HR departments is an online DISC system. The online application of DISC makes it more accessible to some businesses with an online network.
DISC research reportsSome HR related consulting companies go beyond a single DISC profile to offer more in-depth results from DISC testing, including team profiles, projections and other DISC research reports. Businesses may find these to be powerful tools for helping to chart the future of a team or for optimal hiring.
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