The Different DiSC Profile Types in HR Management

The Different DiSC Profile Types in HR Management

The Different DiSC Profile Types in HR Management

HR team members wear many hats. Aside from being a resource for a company’s current employees, they also oversee the recruitment, interviewing, and hiring processes for new staff members. Instead of making the process a gamble, teams can rely on different DiSC profile types in HR management to find the best candidates possible. Continue reading to learn more about the profiles.

What Is DiSC?

A DiSC test is a tool for analyzing human personality profiles quickly and efficiently. It tests for and describes people’s dominant and sub-dominant personality types. The test consists of four different components: dominance, influence, steadiness, and compliance or conscientiousness. Hence the name DiSC.

Once an HR team understands which category a candidate falls under, it’s easier for them to see how they would fit in the role. Additionally, they’ll see how well that candidate will fit into the rest of the team.

Specific Components

Each DiSC category has specific elements an HR team will test for. The great thing about people is they don’t all fit into one classification. Most of the candidates you will fit into more than one of these groups. Parts of their unique personalities could even pertain to all of them.


Dominant personalities focus more on active roles and tasks. HR teams should test candidates for their level of directness, decisiveness, and dominance. They also want to see if the interviewee has a real go-getter attitude.


Influence is another active role, but it’s an internal kind of activity with a people focus. This category describes a potential candidate who is inspirational, interactive, interesting, impulsive, and irritable. If the last two traits have high scores, the person might not be a good fit for the team.


Steadiness is another people-focused area but it’s more of a reflective role. This grouping describes a stable, supportive, and sincere candidate. You’ll need to evaluate candidates further if they show dominant signs of sensitivity and slowness.


Compliance or conscientiousness is also a reflective role, but you should still test for task focus. Test potential candidates for their sense of caution and honesty. Consider evaluating further if they show signs of excessive calculation and condescension.

HR Teams

HR executive search firms understand these are the most important qualities of a candidate. Remember, though the four types are distinct, different combinations of these types can give you a better idea of who you are interviewing. Typically, you’ll want to find a candidate with an even balance of traits. For example, a candidate with a Si and DC score is supportive and agreeable while also being resolute and strong-willed.


At The Christopher Group, we help make the hiring process easier. Discovering different DiSC profile types with our HR management team is just a small part of what we do. We encourage you to visit our website for more information.