Using Discus DISC In Interviewing

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In this presentation, John Belchamber provides an introduction to using Discus DISC Profiling in recruitment. The video covers:

- A brief introduction to Discus DISC Profiling;
- The Discus Style Card Factors;
- Sample Questions For The Main Style Card Types.

For further information on DISC, contact John via http://www.johnbelchamber.com.

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  • Note to self – these are not the same as on the Discus Behavioural Intensity Chart, but are taken from DISC Theory.
  • Using Discus DISC In Interviewing

    1. 1. An Introduction To Using Discus DISC Profiles In Interviews Presented By: John Belchamber Interviewing With DISC Profiling
    2. 2. Today’s Journey of DISCovery Introducing Discus DISC Profiling; The Discus Style Card Factors; Sample Questions For The Main Style Card Types.
    3. 3. Discus DISC Profiling Developed in 1950s, DISC is still one of the World’s most widely utilized and adapted models of Behaviour; Axiom Discus Launched in 1994 and Discus Online in 1995, making it one of the first online profiling tools; Discus provides quick and accurate tools with which to profile Individuals, Jobs, Teams and Sales Prospects. Dominance Influence Compliance Steadiness
    4. 4. Discus Profiling Tools Individual Profiles: Assess preferred working behaviour; Job Profiles: The behavioural requirements of a job; Team Profiles:Team behaviour and management; Relationship Reports:how individuals will interact; Perspective Profiles:Profile prospects and providing sales and negotiation strategies.
    5. 5. DISC In Recruitment Candidates Job Compare d to Provides Best Match Candidate Vs. Job Profile Matching  Quickly compare a candidate against a job role;  Reports on the % behavioural match and likely areas for development;  Use DISC based questions to assess suitability during interviews.
    6. 6. DISC Characteristics Summary High D Power Failure Goals Dislikes Likes High I People Rejection Recognition High S Pace Insecurity Security High C Policy Trouble Rules Low D Responsibility Teams Low I Involvement Specialization Low S Boredom Variety Low C Control Independence All About Fear Motivation
    7. 7. The Discus Style Card Relates to Dominance, and describes a direct, demanding type of person who is highly motivated to succeed and somewhat competitive in their dealings with others. Relates to Influence, this person is communicative and sociable, being friendly and outgoing with other people and feeling at ease in strange company.
    8. 8. The Discus Style Card Relates Steadiness and describes people who are patient and persistent, dislike change, and like to take time to plan carefully before acting. Relates to Compliance and describes structured, organised individuals who tend to follow the rules whenever they can and are interested in precision and order.
    9. 9. The Styles & Interviews In this section we will look at each of the four main Style Card types and present: •The Do’s of dealing with each style; •The Don’ts of dealing with them; •Sample questions to explore the strengths; •Sample questions to explore their development areas. Note: the questions are generic. You should tailor your questions to your role and the match/gaps between the candidate and the role’s behavioural requirements.
    10. 10. Dealing With The Driver Do:  Allow them to reach their own conclusions;  Be business like and focus on results;  Concentrate on Facts, not feelings;  Be prepared to negotiate. Don’t: × Take too much time; × Give too much detail; × Be bound by procedures; × Attempt to tell them what to do, or overly direct their actions. Sales Strategy: – acknowledge status, offer incentives, emphasize the personal advantage oftaking your role.
    11. 11. Sample Questions For The Driver Exploring Strengths: Question: What are your personal ambitions in life, and what steps have you taken to achieve them? Why: A Driver will typically have a very clear idea of their ambitions and will take definite steps towards their goals. Question:Can you give me an example of where you’ve achieved a goal despite the odds being against you? Why:A Driver is very goal focused and failure is a fear of theirs. They do what it takes to achieve a goals – which can also be a limitation if rules, diplomacy and tact are important! Question:Have you ever been in a situation where someone needed to take charge? What did you do? Why: A Driver will take charge where they don’t see anyone else more qualified or powerful to do so.
    12. 12. Sample Questions For The Driver Exploring Development Areas: Question: Have you ever worked in a team situation? What was your experience of it? Why: A Driver’s focus is on personal success rather than teamwork. Question: Can you give an example of where you have not achieved a goal? Why was this and what did you do about it? Why: A Driver will generally do what it takes to achieve a goal and often feel that others are at fault if they do not achieve it. Question:When have you had to deal with difficult people? How did you resolve the situation? Why: A Driver focuses on outcomes not feelings and can come across as rude or uncaring.
    13. 13. Dealing With The Communicator Do:  Share opinions and talk through ideas;  Focus on how they feel;  Clearly acknowledge their contributions to ideas;  Focus on building a relationship. Don’t: × Present facts at the expense of feelings or fun; × Risk causing rejection; × Put them in a position where they may lose respect; × Express disagreement or disapproval. Sales Strategy: – Build friendly & informal relationship, show how taking the role will make them popular with others, avoid antagonism or undue pressure.
    14. 14. Sample Questions For The Communicator Exploring Strengths: Question: How would you describe your relationship with colleagues in your previous role? Why: A Communicator would be expected to have developed positive relationships. Question:Can you give an example of how you go about influencing people to your way of thinking? Why:A Communicator will generally be very good at influencing people. They will welcome giving examples of what they have done. Question:When you find yourself somewhere where your don’t know anyone, what do you do? Why: A Communicator will be comfortable introducing themselves to people they don’t know and building networks.
    15. 15. Sample Questions For The Communicator Exploring Development Areas: Question: Have you ever failed in a sale/negotiation because you talked too much? What did you do about it? Why: A Communicator will often find it hard not to ‘oversell’ and talk themselves out of a sale with other less expressive styles. Check for their not taking this as a rejection and being able to go back and try again. Question:Are there any types of people you don’t get along with? Why is this? Why: A Communicator will get on with people, as long as they don’t ‘reject’ them. Question:Have you been in a situation where the facts required you to deliver bad news? What did you do? Why: A Communicator focuses on feelings not facts. They may resist being the bringer of bad tidings where they may not be liked.
    16. 16. Dealing With The Planner Do:  Use questions, probe for feedback and listen;  Show a genuine interest;  Provide support for ideas and suggestions;  Be ready to offer guarantees. Don’t: × Move forward too quickly; × Require urgent or unplanned changes; × Create uncertainty or insecurity; × Place them in an uncertain position. Sales Strategy: – Build a positive & trusting relationship, give tangible support, show commitment and reassurance, show how taking your rolewilloffer greater security for them.
    17. 17. Sample Questions For The Planner Exploring Strengths: Question: Would you describe yourself as a loyal person? Why: A Planner is generally very loyal Question:What would you say are the most important aspects of a business relationship? Why:A Planner will usually focus on the personal side of relationships. Question:How would you say you work with other people, on a social level? Why: A Planner strongly orientated towards positive social interactions. Question:When have you worked behind the scenes to help someone? Why: A Planner is generally thoughtful and supportive
    18. 18. Sample Questions For The Planner Exploring Development Areas: Question:When was the last time to worked towards a tight deadline? Did you achieve it? Why: A Planner has a slow, measured pace and does not respond to deadlines. Question:Describe a time of great change at work. How did you handle it? Why: A Planner doesn’t cope well with upheaval. Change may be stressful for them. Question:When have you worked independently in charge of a project and completed it successfully? How? Why: A Plannerprefers the support of others and may not like working on their own towards deadlines.
    19. 19. Dealing With The Analyst Do:  Provide material in writing;  Emphasize proof through facts and evidence;  Cover advantages and disadvantages;  Adopt a systematic and organized approach Don’t: × Leave out any facts or details; × Fail to provide documentation; × Be vague, or show uncertainty; × Makes assumptions without verifying the facts. Sales Strategy: – Answer all questions and objections fully, don’t evade, misdirect or avoid difficult questions, minimize or eliminate risk.
    20. 20. Sample Questions For The Analyst Exploring Strengths: Question: Can you describe a time when you’ve acted rashly or without precedent and later regretted it? Why: An Analyst has a passive and patient approach and will rarely act in this way. Question:When have you worked in a situation where there are no guidelines? What did you do? Why:An Analyst likes to work in a structured way with clear rules. Where there is no ‘rule book’, they are likely to create them. Question:Can you describe a time when you’ve had to deal with a difficult person? How did you deal with them Why: An Analyst is generally very diplomatic in their dealings and dislikes conflict.
    21. 21. Sample Questions For The Analyst Exploring Development Areas: Question:Can you think of a time where an opportunity passed you by? What did you do? Why: An Analyst is passive and may not react in time to grasp opportunities as they arise. Question:Has there been a time when you have not had enough information to finish a project? What was the outcome? Why:An Analysts seeks all the details and can become stuck if they feel they do not have what they need. Question:Have you ever dealt with an emotional co- worker? How did you deal with them? Why: An Analyst focuses on facts rather than people and may be uncomfortable in such situations
    22. 22. Send Me Your Questions Contact: John Belchamber Mob: 0406 547 914 Email: john@invokeresults.com Twitter: @JohnBelchamber Skype: john_belchamber Web: www.invokeresults.com www.johnbelchamber.com Thank You for Your Time & Interest Today!

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