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Professions have a DISC style and people tend to gravitate to jobs that match their personal DISC style. If you hire someone whose personal DISC style does not match the position, it does not necessarily mean you have made a bad hire. People can adapt and work outside their natural style. We all do so every day to some degree. Although people can successfully work outside their comfort zone, it requires far more energy and over time the individual could suffer burnout and dissatisfaction with their job.
Below are examples of common positions and their most closely related DISC style.
• D – Results driven (Business Managers, Entrepreneurs, Sales)
• I – People oriented (Sales, HR, Recruiters)
• S – Routine oriented (Admin, Customer Service, Production)
• C – Procedure driven (Accountants, Engineers, Architects)
The above styles with matching jobs may be easy to understand. Yet, some jobs require introvert or extrovert tendencies that may not be as clearly identifiable in people. Here are tips on how to identify an Introvert or Extrovert in an office interview.
• Extroverts are generally a D-style or I-style. An extrovert is a better talker than a listener. They enjoy small talk and social interaction, and feel comfortable around almost anyone. Their body language is typically open and relaxed.
• Introverts are generally an S-style or C-style. An introvert is a better listener than a talker. They prefer 1:1 interaction with people they know well. Their body language is typically closed on first meetings.
People can adapt to the present environment and often do so without giving it much thought or intention. It just happens. Candidates may appear like one DISC Style during an interview, yet be another style in their natural state. For instance, an S-style candidate may have a lively conversation with you during an office interview, yet once on the job, they could clam up under stress. The importance of behavior assessments like DISC is to take the guessing out of the equation.
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