In 1928, William Moulton Marstan created the theory of DISC. The model was used to quantify distinct personality traits in four easy to remember quadrants: Dominant, Influencer, Stable and Conscientious.
However, Mr. Marstan never patented the DISC-model theory, so it remains in the public domain, but a few companies created their DISC proprietary assessments.
One of the main reasons that DISC assessments are so widely used is that it is easy to understand and implement. For most participants, they quickly adapt to DISC and use it comfortably.
Some people believe DISC lacks depth as an assessment tool. Others believe the challenge with DISC is that the evaluation focuses on what the respondents THINK they need to be in their current role. Consequently, the results which are like a snapshot in time will change over time.
What makes Extended DISC different is its ability to measure the “hard-wired” DISC style. This means the results show who the individual actual is and not just what the person thinks he/she wants to be. Therefore Extended DISC identifies the real strengths and developmental areas that allow for a definite performance insight.
Some of the reports available to yourself or your team:
Provides results that are relevant and unique to the roles (e.g., Executives, Managers, Salespeople, Team members, Students, Athletes, )
Provides assessments that are practical and specific to your industry
Flexibility to create Pair, Team, Department, Division and even organizational assessments.
One pricing is established for multiple evaluations. Licensing of unlimited use is also available.
Introductory Pricing for Extended DISC is available now for new users.
Devine Assessments for Individuals, Teams and Organization Wide Evaluations
Finding the right candidate is becoming more and more difficult. With specific skill set requirements, company cultural considerations, and expectations for long-term growth, seeking a strong candidate is a complicated and time-consuming process. The Devine Talent Cloud helps you cut through the noise.
Assessments are used in multiple employee selection situations. This evaluation can be utilized in a pre-hiring and interview situations to determine the best fit for a candidate. Another use for assessing employees is before promoting a manager to a role of greater responsibility. Alternatively, you can use Devine to assess strengths and weaknesses of individuals on a team to uncover “skills gaps” across the organization. This assessment uses competencies that are customized for each job type, and the cloud-based tools are accessible from anywhere on any device with an internet connection.
More specifically, an assessment can be applied to uncover:
Critical Thinking Inventory to measure analytical skills of leadership-level employees
Hourly Employee selection to measure potential for poor attendance and low productivity in high turnover positions
Salaried selection to uncover high potential and compatibility within your company culture.
Interview Right helps employees attain skills to conduct a structured behavioral interview.
Talent Match to measure participant’s results against over 80 profiles to find their best fit within your organization
With real-time relevant data informing every hiring decision, organizations can limit turnover, reduce hiring expenses, and prevent workforce gaps when filling positions. Actionable reporting makes the interviewing process targeted to uncover unique strengths and probe areas of improvement, meaning that you know exactly who you are hiring.
Devine pricing is based on individual, team and corporate need.