Hiring is one of the most critical decisions a small business owner can make—and one of the easiest to get wrong. Too often, we base our decisions on a resume, a gut feeling, or how well someone conducted themselves during the interview. But much like in sales, successful hiring is rooted in relationships, and relationships are built on understanding behavior.
Just like a skilled salesperson learns to read a prospect’s emotional drivers, smart employers learn to spot the behavioral patterns of job candidates. That’s where the DISCprofile becomes an incredibly valuable tool—not as a personality “test,” but as a lens to understand how someone is wired and how they’re likely to show up in your business every day.
At its core, hiring is less about checking boxes and more about answering a deeper question: Is this person the right fit for the role and the team?
The Hidden Psychology of Great Hires
Most business owners are looking for dependability, initiative, and a good attitude, but these qualities show up differently in different people. For example, one candidate may show initiative by diving headfirst into a problem, while another quietly gathers all the facts before making a move. Both can be excellent employees—but only if they’re in the right environment.
That’s where DISC comes in. DISC helps you move beyond the resume and the handshake to understand how a candidate:
Approaches problems
Communicates with others
Handles change and pressure
Works independently or within a team
By understanding a candidate’s DISC profile, you’re not just hiring a body—you’re hiring the right personality for the job, the culture, and the pace of your business.
A Quick Overview of DISC
Carl G. Jung first proposed four primary functions of consciousness. Later, William Moulton Marston identified the four primary personality types that correspond to different behavioral responses, which gave rise to the DISC behavior assessment.
The DISC model breaks down behavior into four primary styles:
D – Dominance: driven, direct, results-focused
I – Influence: enthusiastic, sociable, persuasive
S – Steadiness: calm, dependable, supportive
C – Conscientiousness: detail-oriented, analytical, precise
Before we delve into the definitions of each of the four DISC profiles, it is essential to acknowledge the relationships that form the DISC profile quadrants. Behavioral responses can be applied along two primary axes.
Energy is measured along the “Y” or vertical axis (Active—Thoughtful), and perception of the environment is measured along the “X” or horizontal axis (Questioning—Accepting). Using a series of attributes, you can plot a candidate based on where they fall along the two axes, which will identify their primary DISC profile.
The beauty of DISC is that it gives you a framework to observe behavior, not guess it. In an interview, you can quickly start to see how a person fits into this model and what this could mean in terms of professional performance.
Let’s take a closer look at each style and how it shows up in the hiring process.
Assessment of Energy – “Y” Axis
“Are they quick to action and prone to making gut decisions, or more cautious and want to move at a more methodical pace?”
Active Energy
The two top quadrants, labeled “D” and “I,” represent people who are more extroverted by nature. They tend to operate at a faster pace and rely heavily on their intuition to make decisions. They are often characterized as assertive, dynamic, and bold. Traditional explanations of these top two quadrants suggest that these people perceive themselves as more powerful than the environment. Because of this perception, they tend to exert efforts to change their circumstances. They tend to follow their gut and prefer to move quickly through tasks.
People in the two top quadrants also tend to be more direct and demonstrate more control and assertiveness over information and situations.
It’s also about the level of control and assertiveness the person displays.
Thoughtful Energy
The two lower quadrants, labeled “C” and “S,” represent people who are more introverted by nature. They tend to be more reserved and prefer to move at a more moderate pace. They are often characterized as calm, methodical, and careful. Traditionally, these people are thought to perceive themselves as less powerful than the environment, and thus, they are more inclined to adapt to existing circumstances.
People in the two lower quadrants also tend to be more indirect and demonstrate less control and assertiveness over information and situations.
“Do they prefer to take immediate action (Active), or adopt a more methodical approach (Thoughtful)
“Do they make decisions based on their gut instinct (Active), or do they prefer to spend time researching before making a decision? (Thoughtful).”
Assessment of their Environment – “X” Axis
“Do they challenge new information to make sure it’s correct? Do they speak their mind even if they know it might affect someone? Or do they generally agree with what someone tells them and prefer to maintain a relationship over challenging someone about their belief?”
Questioning their Environment
The two left quadrants, labeled “D” and “C,” represent people who are more task-oriented by nature. They tend to be thinkers and are more focused on logic. They are often characterized as objective, skeptical, and challenging. A traditional explanation of these characteristics is that these people perceive the environment as antagonistic. In other words, they instinctively refuse to trust people and ideas until these outside elements have been thoroughly vetted. They tend to lean towards building an objective opinion on both people and the information they hear.
People in the two left quadrants also tend to be less transparent and more guarded about themselves and others.
Accepting Their Environment
The two right quadrants labeled I and S represent people who are more people-oriented by nature. They tend to rely more on their feelings and are people-focused. They are often characterized as empathizing, receptive, and agreeable. Traditionally, they are said to view the environment as being in line with their interests. In essence, they are prone to view people and ideas around them favorably and are thus inclined to trust them. They are more open to new ideas and receptive to new people.
People in the two right quadrants also tend to be more transparent and open about themselves and others.
“When they are at work, do they prefer to ensure that the task gets done (Questioning) or that everyone has a chance to weigh in on the best course of action (Accepting)?”
“When they hear new information, are they more likely to challenge it to ensure that it’s correct (Questioning), or do they generally believe what someone tells them if they feel it comes from a reputable source (Accepting)?”
Scoring the Candidate
With a basic understanding of the DISC axes, consider what you know about the candidate and circle the attributes they exhibit. Count them up and plot them on the “X” and “Y” axes.
For example, if they have four Active attributes (Extroverted, Fast-Paced, Assertive Dynamic & Bold, and Direct) and one Thoughtful attribute (Reserved), place a mark three points up from the center in the “Y” axis (4-1=3). Do the same for the “X” axis. The intersection of these 2 points should identify the candidate’s primary DISC profile. In the example above, this is the “Influencer” profile.
You can download the DISC Energy Environment Interview Guide, which you can use to ask the right questions so you can score a candidate during the interview. Listen carefully—not just to what they say, but how they say it. Their pace, word choice, and focus will reveal a lot about their behavioral tendencies.
What follows is a more descriptive explanation of each of the four DISC profiles, some common traits, areas where they shine, and things that you need to consider.
Dominance (D): The Results-Driven Candidate
The Dominant profile has a primary need for achievement. Candidates with this profile are likely to see the interview as a purposeful conversation, not a social interaction. They will cut to the chase, assert their strengths, and expect the same level of clarity from you.
Dominant types are direct, firm, and results-focused. They place a high value on outcomes, efficiency, and performance. They often prefer fast-paced environments, especially when they’re given authority and clear goals. In conversations, they may be guarded or blunt, but it’s rarely personal—it’s about getting things done.
Common Traits:
Sees the big picture
Can be blunt or impatient
Embraces challenges
Gets straight to the point
Can anger quickly
Where they shineSales roles, leadership positions, project-based work: anywhere where results matter more than routine.
What to considerThey can be great self-starters but may clash with slower-paced or detail-driven team members. Make sure there’s room for autonomy and that expectations are crystal clear.
Influence (I): The People Person
The Influence profile has a primary need for recognition and enthusiasm. These candidates are expressive, people-oriented, and thrive on human connection. Expect them to be warm, animated, and persuasive during the interview. They’ll want to make a great impression, and will often succeed.
They’re typically fast-paced and outgoing, with a strong preference for collaboration. They may be more concerned with relationships than processes and can bring contagious energy to a team.
Common Traits:
Enthusiastic and optimistic
Enjoys brainstorming and social interaction
Trusting and spontaneous
Dislikes being ignored or dismissed
Where they shineCustomer service, public relations, sales, marketing: anywhere where interpersonal skills are essential.
What to considerThey may struggle in roles with high structure or little interaction. Be sure the role gives them a chance to connect and communicate.
Steadiness (S): The Reliable Rock
The Steadiness profile has a primary need for relationships, predictability, and support. These candidates are calm, loyal, and team-oriented. They may come across as reserved in the interview, but they’re often the dependable backbone of any organization.
Expect a steady candidate to ask thoughtful questions and emphasize collaboration. They value long-term relationships, are often uncomfortable with sudden change, and it may take them time to open up fully.
Common Traits:
Very loyal and consistent
Approachable and patient
Emotionally grounded and humble
Dislikes being rushed
Where they shineSupport roles, operations, back office, HR: anywhere where reliability and patience are valued.
What to considerThey dislike sudden change or fast-paced chaos. Avoid rushing the hiring process with them. Give them time to feel safe and understood.
Conscientiousness (C): The Precision Thinker
The Conscientious profile has a primary need for accuracy and competence. These candidates are analytical and thoughtful and will likely come to the interview well-researched. They won’t be overly chatty, but their precision and preparation will speak volumes.
They prefer structured environments where expectations are clear and quality is non-negotiable. They may ask detailed questions or seem skeptical, not out of distrust but to ensure alignment with high standards.
Common Traits:
Highly organized and detail-focused
Enjoys independence and time to think
Fact-driven and precise
Fearful of being wrong or unprepared
Where they shineFinance, compliance, IT, engineering, legal: anywhere where accuracy and systems matter.
What to considerThey need clarity, consistency, and time to process. If your workplace is fast and fluid, they’ll need extra support to adapt.
Final Thought: Hire for Behavior, Not Just Background
At the end of the day, great hires aren’t just made based on their resumes—they’re made by understanding how people think, act, and interact. DISC gives small business owners a practical, people-smart way to hire with more confidence and less guesswork.
Remember, you’re not just filling a seat. You’re shaping the culture, rhythm, and resilience of your business.
And the better you understand who you’re hiring, the more likely they are to stay, grow, and succeed alongside you.
How will you use DISC profiles to intentionally shape the balance, chemistry, and performance of your team?
