Skills Testing / DISC Profiling

We believe that everything we do is all about you and your recruitment needs. That means that we will work hard for you to ensure you have the strongest opportunity to be that successful candidate. To highlight your skills on your CV we can offer skills testing on our Fastpath software. We can send you the link to log in to Fastpath and the tests can be carried out in the comfort of your own home.

Looking to tighten up on your list of software skills? We can do that as a key part of our recruitment support. From Microsoft Excel to Word and Outlook, copy and audio typing to spelling and more. With one of us by your side you will be prepared for the interview.

Ask your Consultant about Fastpath and they will email the link to you. Once you are happy with your skill level we will then be able to show you your scores on your CV.

Disc Profiling

DISC is a behaviour assessment tool based on the DISC theory of psychologist William Marston. Marston's theory centres on four different personality traits: Dominance, Influence, Submission, and Compliance. This theory was then developed into a personality assessment tool by industrial psychologist Walter Vernon Clarke.

There are many different versions of the test; because versions of the assessment do vary, practitioners should ask for evidence for the validity of a prospective version before using.

History

Marston was an accomplished lawyer and a psychologist; he also produced the first functional lie detector polygraph, authored self-help books and created the Wonder Woman comic. His major contribution to psychology came when he generated the DISC characteristics of emotions and behaviour of normal people.

Marston, after conducting research on human emotions, published his findings in 1928 in his book, Emotions of Normal People. In the book, he explained his theory that people illustrate their emotions through behaviour using the four behaviour types called Dominance (D), Inducement (I), Submission (S), and Compliance (C).

He also argued that these behavioural types came from people’s sense of self and their interaction with the environment. He included two dimensions that influenced people’s emotional behaviour. The first dimension is whether a person views his environment as favourable or unfavourable. The second dimension is whether a person perceives himself as having control or lack of control over his environment.

Dominance

Perceives oneself as more powerful than the environment, and perceives the environment as unfavourable.

Inducement

Perceives oneself as more powerful than the environment, and perceives the environment as favourable.

Submission

Perceives oneself as less powerful than the environment, and perceives the environment as favourable.

Compliance

Perceives oneself as less powerful than the environment, and perceives the environment as unfavourable.


Although William Moulton Marston contributed to the creation of the DISC Assessment, he did not create it or even intend to use DISC as an assessment.

In 1956, Walter Clarke, an industrial psychologist, was able to accidentally construct the DISC assessment using William Moulton Marston’s theory of the DISC model. He accomplished this by publishing the Activity Vector Analysis, a checklist of adjectives on which he asked people to indicate descriptions that were accurate about themselves. This assessment was intended for use in businesses needing assistance in choosing qualified employees.

His assessment was later amended by Walter Clarke Associates. Even with all of William Moulton Marston's and Walter Clarke's developments, the DISC assessment still had further developments to voyage through. John Greier contributed to this assessment by producing the DISC personality profile in 1958 based on the works of Marston and Clarke. Greier conducted hundreds of clinical interviews which assisted him to further progress the fifteen patterns which Walter Clarke had exposed.

Use of DISC Assessment

The DISC assessment can be used for a variety of real-life situations. Many companies use it as a way to screen potential employees, with the thought that a certain personality type would be better or worse in certain jobs or positions.

Another field in which DISC assessment can be used is leadership. There are different leadership methods and styles that coincide with each personality type, which could help leaders be more effective. DISC has also been used to help determine a course of action when dealing with problems as a leadership team—that is, taking the various aspects of each type into account when solving problems or assigning jobs.