We recently asked our online community about assessments like DISC or Predictive Index AKA PI. Have you used them or ever taken one as part of the hiring process? Here’s what we found: About 14% of you said you actively use them in your hiring process, and 43% have taken one at some point. Interestingly, 14% haven’t used or taken one, and nearly 30% weren’t quite sure. At Alaant, we believe that assessments like DISC or PI can be incredibly helpful. They provide valuable insights into a candidate’s personality, communication style, and potential fit within a team. But here's the key—they should be used as tools to help guide decisions, not be the decision maker itself.
Too often, I hear from hiring managers who say, 'The applicant didn’t pass the assessment.' These assessments are not pass or fail. They’re designed to offer insight on how to best manage, engage, and grow a candidate once they’re onboarded. The goal isn't to screen out, but to better understand the person in front of you. Let’s not forget that every candidate brings unique strengths to the table, and assessments can help us see that more clearly. But we have to remember to balance that with other factors—like skills, experience, and most importantly, human connection.
So, the next time you’re reviewing a DISC or PI result, think about it this way: How can I use this information to set this person up for success, rather than eliminate them from the process? At Alaant we work with employers daily to get the very best out of their hiring process, we would love to work with you. Call me today at 518-689-3138 or visit us at Alaant.com. I hope we can talk soon- have a great day!