How To Get The Most Out of Candidate Interviews?

One key benefit of utilising a DISC report is the ability to gain first-hand insights into a candidate's behavioral tendencies and limitations, and how they could impact job performance. A critical aspect of candidate evaluation is considering how they react when taken out of their comfort zone. As an interviewer, you can gain valuable insight by incorporating such questions into your interviews.
If you're ready to take your candidate evaluations to the next level, here are some thought-provoking questions you can ask of each DISC style:

D-styles

D styles often gravitate towards positions of authority and control, and may find it difficult to ask for feedback or offer praise under certain circumstances.
Question: How do you use feedback from others to broaden your outlook?
Question: How do you praise a team when you do not hold a leadership position?

I-styles

I styles occasionally associated with a lack of consistency in completing tasks. They are great at generating creative ideas but can struggle to initiate them.
Question: Can you describe a time when your ideas or suggestions were employed in the workplace?

S-styles

S styles have a sensitive nature and are intrinsicially uncomfortable with negative feedback or criticism. They also tend to be averse to change.
Question: Describe a time when you took on board feedback or criticism and acted upon it.
Question: Can you describe a time when you adapted to a new routine at work?

C-styles

C styles are best friends with facts, data and details. However they may sometimes find that they don't have all the facts at hand.
Question: How would you move forward without a vital piece of information?
Question: What steps do you take to overcome the tendency towards perfectionism?

Impact Persona's Candidate DISC Profile report comes with 2 to 4 pages of DISC-inspired questions tailored to the candidate's DISC blend.