What is DISC?

DISC is a personality assessment to score people against four dimensions of behavior to know how decisive, interactive, stable and cautious they are.

Hire with DISC
What is DISC?

Understand human behavior with DISC

DISC is a personality assessment used by millions of people to improve productivity, communication, teamwork and most importantly job fit during the hiring process, so business owners choose the right employees to help grow their business.

Each person has a unique combination of DISC personality types within the four dimensions of behavior to create their own DISC profile. Since each of us develops varying levels of preference or tendencies for any of the four dimensions, we are a composite of all four of them, not just one component of behavior.

DISC Plus Assessment (also known as DISC+) includes scores for the four components of behavior and motivators, which helps uncover more information about a candidate.

The four dimensions of a DISC profile



How you tend to solve problems and make decisions



How you like to interact with other people and share opinions



How you prefer to pace things in your environment



How you adhere to established procedures and standards


Learn about DISC from the author of our assessment

The DISC assessment creates a personal DISC profile that identifies and helps people understand their unique behavioral strengths so they can become more effective in the workplace. The DISC Index can be used to help improve performance in several key areas of their lives such as communication skills, goal achievement, role building, job selection, and overall performance management.

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Jay Niblick
Author of DISC Index
Founder & CSO of WizeHire

Benefits of Using DISC in the Workplace

Understanding of DISC impacts individual and team productivity in the workplace and encourages company growth by improving:


Communications skills

Helping team members understand why people behave the way they do creates more open dialog, reduces incorrect assumptions, and promotes team building and better working relationships.


Goal achievement

Ensuring that goals are realistic, appropriate, and most importantly, dependent on natural strengths and tendencies leads to higher goal attainment.


Role building

Possessing a sound understanding for a person’s natural behavioral style is key to creating an environment that sets the person up for success, not failure.


Job selection

Placing a person in an ideal existing role requires a high-level awareness of all aspects of the job, including behavior, environment, qualifications, and motivations. When you understand all four sides of the equation using DISC, you can make more informed hiring decisions about who would be the right fit.


Performance management

Understanding someone’s behavioral style can often illuminate the cause for performance issues and help point to the appropriate action or corrective step to fix the problem.

Who created DISC?

Dr. William Marston, a behavioral psychologist, started to expand on theories of Sigmund Freud and Carl Jung in 1923, and later published a book called “Emotions of Normal People” in 1928.This book incorporated theories of human temperaments into his ground-breaking, four-quadrant behavioral model, DISC theory.

Marston’s DISC model looks at two dimensions, with one dimension stretching from introversion to extraversion and another dimension from task-oriented to people-oriented. When crossed, these dimensions make up the four quadrants of behavior. Marston did not create an assessment from his theory, but many others have created DISC assessments based on his behavioral model. You may even discover different kinds of DISC tests in the marketplace based on different interpretations of Marston’s theory.

Human behavior is not cut and dry or black and white. DISC theory consists of a combination of these behavioral styles and personality traits. Walter Clarke was the first to create a true DISC test in 1956 and John G. Geier, Ph.D., is credited with developing much of the final instrument framework we know of today as the DISC personality test.

One of WizeHire’s co-founders, Jay Niblick, created our own proprietary version of the DISC Plus assessment that is currently used by over 10,000 organizations in more than 50 countries and has been translated into 13 languages. In fact, more than 7,000,000 employees have benefited from its insights. It is the most modern, valid, and advanced interpretation of Dr. Marston’s work. It has been expanded to include an additional assessment that measures personal drivers and motivators called the Values Index. This addition of motivators makes WizeHire’s DISC profile the most thorough and powerful version in the market.

How WizeHire uses DISC?

WizeHire’s mission is to help small business owners hire the right people with the right skills best suited for the job. We use DISC to provide employers with a streamlined yet comprehensive recruiting and screening process that sources and screens applicants to highlight the most qualified candidates by personality fit.

Our work begins by sourcing top talent through search optimized job ads that we post to over 100 of the biggest job boards. We then begin the screening process. WizeHire looks at screening like a 3-legged stool that ensures a balanced hiring process. WizeHire helps you source more candidates, screen them effectively using DISC, and streamline your hiring process to find the right hire faster.