- This rule says about 1/3 of the decision should rest on what you know about the person from before their application for the job. Things like their level and kind of education, work experience, character items such as volunteer experience, etc. A second about a third should be all the assessments used to obtain additional information about the person. The final about one third is what you learn about them in the interview process.
- Use this rule in order to most effectively comply with EEOC legislation. This legislation protects against discrimination when using any assessment for hiring. The rule also aids in having a more effective and accurate hiring process.
- It is strongly recommended to NOT use our or assessments from others as the only criteria or as a 100% screening mechanism for the job. Doing this assumes that assessment(s) is 100% accurate and the only criteria you need to use when hiring. There is no such thing as an assessment that is 100% correct, even when the assessment taker tells you it is. No assessment has all the information needed nor has every statement in it totally true. At least, that is our experience and opinion from selling over 650,000 assessments.
Mastering the DISC Model: A Deep Dive into Personality Insights
Did you ever wonder what makes some people born to be leaders while others are born just to obey those leaders? Or why do some individuals make hasty decisions while others proceed slowly in decisional processes? The answers may well be in terms of personality style....
