Usually, in a job interview the candidate is usually subjected to some tests, such as a personality test. This test seeks to find out to what extent the candidate’s personality is well suited to the characteristics of the position work, using a set of questions that will bring out certain character traits of the person. So how can we overcome DISC personality test in the job interview? With the tips that we offer below.

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How to answer a DISC personality test with Human Resources

Before specifying the case of the DISC test You have to take into account a very important first advice: you should never lie. These tests are going to be evaluated by expert psychologists capable of detecting falsehoods instantly and, in fact, there are no right or wrong answers, they simply reflect the personality of the candidate and their adaptation to the job.

It is better to answer naturally and honestly, because these personality tests have control systems that detect when someone wants to appear what they are not. Nor is it useful to answer with the typical “I couldn’t say…”.

On the other hand, perhaps the best advice for adequately pass a personality test such as the DISC it is to know the methodology and the purpose that this test pursues, so that the mind is adequately prepared for it. So. We will try to explain both concepts.

Finally, other useful tips to pass this type of test with better quality would be:

  • Listen carefully to the interviewer’s instructions and heed them.
  • Although in this case there is no time limit for the answers, you must try to answer all the questions and not take too long.
  • It is especially convenient to trust oneself. After all, you are there because they think you may be a suitable candidate.

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What is the DISC personality test?

DISC is an acronym for the words Decision, Influence, Serenity and Compliance. This type of test asks the applicant to point out the adjective with which he feels most identified among twenty-eight groups, of four qualifying adjectives each. For this, it is worth knowing the most appropriate qualifying adjectives for your job interview, since you never know.

In this case, there is no response time limit, so you are not bound by the need to respond quickly. The DISC test tries to find out if are you or are you not a dominant personhow you respond to challenges, if you manage to influence others or to what degree do you meet the standardsamong other personality characteristics associated with these four behavioral factors:

Factor D – Decision

Evaluate the how a person responds to problems and challenges and if this person cares more about the final results than how to achieve them.

Factor I – Influence

Measure how the person relates to others and the degree to which it can influence them. It is possible to know if a person is communicative, extroverted, optimistic or assertive at work (and to what extent).

S-Factor – Serenity

In this case it is evaluated how the person responds to changes in the environment and the rate at which they do it. You can tell if the person knows how to listen and pay attention and if he is able to work well under a lot of pressure. This personality profile is more concerned with how they are achieved than with the results themselves.

Factor C – Compliance

It measures the degree to which a person responds to established rules and procedures. You can know if the person is analytical, persevering and detailed.

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What does the DISC test evaluate in the job interview?

The DISC test also assesses the natural person profile (his innate way of doing things), and the adapted profile (how it acts against what happens in the environment, including the ability to adapt to it).

In this way, the DISC test helps work teams fit in well by properly combining personalities, whether it is about uniting different characters that complement each other, or if it is intended that they be similar so that they reinforce each other, depending on the objective pursued.

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