Hiring has always been a challenge for small businesses and nonprofits, especially in today’s world. Despite advancements like AI, which promised to simplify the hiring process, it often feels like we’re spinning our wheels. Candidates are using AI to churn out polished resumes and cover letters by the hundreds, while we rely on AI to sift through them just as quickly. Yet, both sides seem to be missing the fundamentals that can help connect the right person to the right role.
At Foundations, we’ve discovered that hiring isn’t just about finding someone with the right skills on paper—it’s about finding someone who truly fits the role and will thrive in your organization. That’s why I want to share one of the most effective tools we’ve used to refine the hiring process: the DISC Assessment.
What is the DISC Assessment?
The DISC assessment is a simple yet powerful tool that helps organizations understand how people behave in a work environment. It breaks personality types into four main categories:
D: Dominant – Goal-oriented, decisive, and often natural leaders.
I: Influencing – Social, charismatic, and great at motivating others.
S: Steady – Loyal, reliable, and great at maintaining harmony in a team.
C: Conscientious – Analytical, detail-focused, and methodical.
Most people are a combination of two or three of these traits, which makes the DISC tool flexible and nuanced.
My Journey with DISC
I was first introduced to DISC about 15 years ago, and, frankly, I thought it was just another buzzword. It seemed abstract and irrelevant to the real challenges of running a business. But I was wrong. Over time, I’ve seen DISC assessments transform organizations by improving team alignment, clarifying roles, and identifying how to get the best out of each employee.
Why DISC Works
When we begin work with a new client at Foundations, one of the first things we do is have every team member take the DISC assessment. This simple step often uncovers insights that help us optimize how people work together.
For instance, we frequently find that employees are in roles they’ve "fallen into" rather than ones that match their natural tendencies. While they may be competent, they’re often unfulfilled or struggling unnecessarily. By tweaking responsibilities or even just adjusting expectations, we’ve seen remarkable changes in team performance and morale.
But the real power of DISC comes before the hire.
Using DISC in the Hiring Process
Imagine you’re hiring for two very different roles:
An accountant, who will handle detailed, repetitive tasks.
A sales manager, who will lead a team and drive revenue.
Both roles require talented individuals, but they need very different strengths.
For the accountant, a candidate who scores high in C or S (analytical, steady) is likely to excel.
For the sales manager, someone with a high D or I (dominant, charismatic) may thrive.
It’s not that someone with a different profile can’t do the job, but a mismatch often leads to frustration—for both the employee and the employer. A high-I sales manager, for example, might struggle with the details and deadlines required of an accounting role, just as a high-C accountant might feel overwhelmed by the fast pace and constant networking of sales.
By integrating DISC assessments into your hiring process, you’re not just filling a position—you’re setting someone up to succeed in a role they’re naturally inclined toward.
The Limits of DISC
It’s important to note that the DISC assessment isn’t a magic wand. It won’t tell you if a candidate is hardworking, honest, or a good cultural fit. You’ll still need interviews, reference checks, and other tools to assess those critical aspects. But once you’ve narrowed down your top candidates, DISC can help you make a more informed decision.
The Bigger Picture
At Foundations, we believe hiring isn’t just about plugging a gap; it’s about building a team that will grow and thrive together. Tools like DISC help you look beyond the resume and into the heart of how someone works. When used consistently, it can lead to better hires, higher retention rates, and a more engaged workforce.
As you plan your next hire, consider adding DISC assessments to your process. It’s a small step that can have a big impact—not just on individual roles but on the overall health and performance of your team.
Final Thoughts
Hiring the right person isn’t easy, but it doesn’t have to be guesswork. By leveraging tools like DISC and focusing on alignment between a candidate’s natural tendencies and the role they’re stepping into, you can create a more dynamic, effective, and satisfied team.
Are you using DISC—or another assessment tool—in your hiring process? I’d love to hear your thoughts and experiences in the comments! Let’s build stronger teams together.
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