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USING DiSC and RBA AS A PART OF THE PRE-HIRE PROCESS:
An effective way to use DiSC in the Pre-Hire Process is to first profile the ROLE or the job. The Role Behavior Analysis (RBA), is a companion instrument to DiSC, and is available on EPIC. It allows you to assess the behaviors necessary for being successful in a given ROLE/JOB. RBA provides specific DiSC behavioral statements for defining, describing and discussing expectations for role-based behavior. RBA uses the DiSC system to assess
the “HOW” a job, position or role needs to be fulfilled, regardless of "WHO"
is in the role.
RBA helps you become more aware of the behavior and skills needed to perform the role well. Information gained from the RBA enables you to be
more successful in the interviewing process by asking more focused questions.
Plan on the front end - and get the right candidate the first time.
If you attempt to use the DiSC General Characteristics Report for hiring,
you have profiled the individual, but not the role.
Many people confuse personalities with professions. It is often assumed that high a “D” behavioral style is required in order to be successful as a CEO or in a managerial position, or that a high “i” is best suited for a sales position; or perhaps a high “S” or “C” is needed for accounting. A job or position may involve several different ROLES or functions, based upon the number of needs met by that job.
A Manager of Accounting may involve multiple roles: One role might be managing the activities of others, a second might involve technical/analytical functions, and yet a third role may be interfacing and consulting with other departments. Each ROLE requires different behaviors.
The “DiSC / RBA Pre-Hire Process” will assist you in achieving the best Pre-Hiring Procedure Possible. Here are the steps.
A) The DiSC Role Behavior Analysis (RBA) allows you to profile the job
or ROLE, and then focuses on “HOW” the role needs to be performed regardless of who is performing the role. View RBA - Single
B) The DiSC General Characteristics Report (GCR) is an in-depth personal behavior assessment. When you administer the GCR to potential employees, you will obtain a broad range of the individual’s behavioral characteristics, including behavioral strengths, weaknesses, motivating and de-motivating factors. View - Sample General Characteristics Report (GCR)
C) DiSC Comparison Reports can be generated after the Role Behavior
Analysis and DiSC General Characteristics Reports have been completed.
You may choose one or both of the following.
- Comparison of Role and Individual (RBA-DiSC) Assesses how well the participant’s behaviors match the requirements of the role.
View Sample RBA / DiSC - Single
The General Characteristics Report in companion with the Role Behavior Analysis provides tools to help you identify specific behaviors needed for a role or position. This combination of DiSC reports will provide a more objective evaluation of the job fit and an improved hiring process. The result will be a more informed choice, based on data. Define expectations in advance, and you will better understand how the employee can perform the role most effectively.
"Release the potential of human capital with JOB FIT!" |
The Pre-Hire Process:
Procedures for Using the DiSC General Characteristics Report (GCR)
and the Role Behavior Analysis (RBA)
- The hiring manager, supervisor, and an employee who is already successful in this role complete the Role Behavior Analysis. View RBA - Single
- The individuals who have completed the RBA, will then discuss the results their individual profiles, explore their differences and similarities, and come to consensus about what is needed for the new position.
- Then, administer the DiSC General Characteristics (GCR) profile to the designated candidates and then print a comparison of their DiSC report with the Role Behavior Analysis. View Sample RBA / DiSC - Single
- This comparison report will identify areas of “good fit” which indicate there are similar behavioral needs for the position; areas for needed “stretch” which indicates that the job needs more of certain behaviors than are preferred by the applicant; and, it will point out where there is an “over use” or a need to “re-direct” or modify behaviors, - an indication that the job requires less of given behaviors than are natural for the applicant.
- There are coaching questions found in the Role Behavior Analysis that may be used as you assess each candidate.
- When assessing the candidate, it is important to understand the degree of "fit" between the applicant and the ROLE. If the fit requires a person to stretch or modify behaviors, this interpretation alerts you as to how you may be more successful in coaching, mentoring or training that individual. There are optional coaching reports for management, teams/relationships, and sales. > view optional coaching reports here.
Related Products:
DiSC Classic 2.0 Online Profile -
DiSC 2 PLUS Online Profile
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