In today’s hiring climate, managers are facing a unique challenge: too many great candidates. With waves of layoffs in the federal workforce and other industries, talented professionals are suddenly re-entering the job market in droves. For hiring managers, this abundance of highly qualified applicants can feel like both a blessing and a burden. On one hand, there’s no shortage of skilled individuals. On the other, it can be incredibly difficult to identify which candidate will thrive in your team’s culture, complement existing strengths, and remain engaged long-term.
Resumes and interviews reveal what a candidate has accomplished, but they don’t always capture how that individual works best. That’s where tools like PeopleKeys DISC assessments can provide valuable insights. DISC doesn’t replace experience or technical ability as key hiring factors, but it offers another layer of clarity when narrowing a strong pool of applicants. By understanding a candidate’s natural tendencies—how they communicate, respond to challenges, make decisions, and interact with others—hiring managers can make more confident, people-centered choices.
The traditional model of evaluating candidates often emphasizes skills and past job titles. While those remain critical, they don’t fully predict performance in a new environment. Two equally skilled candidates can have dramatically different impacts on a team depending on their communication style and motivators.
Take, for example, a high-level program manager laid off after 20 years in government service. On paper, their resume is spotless. But how do they approach problem-solving? Do they prefer structure or flexibility? Will they thrive in your team’s pace and culture? DISC helps hiring managers answer those questions before making a costly misstep.
In a market where candidates often have similar technical qualifications, behavioral insights can be the differentiator. DISC allows you to see past the resume and understand the person behind the paper.
To use DISC effectively, hiring managers need a basic understanding of its four behavioral styles:
Of course, most people are blends of these styles, but understanding where a candidate leans can help predict how they’ll function in your organization.
Clarify the Role Beyond Technical Skills
Before you administer assessments or interview candidates, define the behavioral traits that would best serve the role. For instance, a sales position may benefit from candidates with strong “D” and “I” tendencies (decisiveness, confidence, energy), while a compliance officer may need a “C”-heavy profile for attention to detail and adherence to standards.
By identifying the role’s behavioral fit, you create a benchmark to compare candidates against. This reduces the risk of hiring someone technically qualified but behaviorally misaligned.
Imagine you’re filling a project manager role and have narrowed your pool to five equally impressive resumes. Without DISC, you might rely on gut instinct or who interviews best. With DISC, you can see that Candidate A thrives on “D” traits like decisiveness and is likely to take bold initiative, while Candidate B leans toward “S” characteristics, excelling at creating harmony and consistency. Depending on your current team dynamics, one may clearly stand out as the better fit.
Great hiring managers don’t just hire the “best” candidate—they hire the best fit for the team. A team overloaded with “high-D” personalities may become competitive and conflict-prone. A group heavy in “S” styles may bond well but lack urgency under pressure. By understanding your existing team’s DISC distribution, you can intentionally choose candidates who add balance rather than amplify existing blind spots. Unsure where your current team stands? Use PeopleKeys DISC assessments to get a clearer picture.
DISC also helps hiring managers refine interview conversations. If you know a candidate has a strong “I” profile, you can ask how they balance enthusiasm with follow-through. If they’re high in “C”, you might ask how they handle ambiguity when clear processes aren’t available. These tailored questions dig deeper than generic “strengths and weaknesses” and provide real-world insight into how a candidate will navigate challenges in your organization.
One of the costliest mistakes in hiring is selecting a candidate who leaves within a year because they didn’t mesh with the culture. DISC helps reduce this risk by identifying whether candidates will feel motivated and engaged in your environment. A “high-S” candidate may feel overwhelmed in a constantly changing startup, while a “high-D” might feel stifled in a slow-moving bureaucracy. By aligning behavior styles with culture, you not only narrow your field but also increase retention.
By using DISC early in the hiring process, managers can quickly narrow down a talented pool, ask sharper interview questions, and ensure long-term cultural alignment. The result? Less guesswork, stronger teams, and a selection process that respects both the candidate’s strengths and the organization’s needs.
In a world where the competition for talent is as much about fit as it is about skill, DISC is an invaluable tool for hiring managers who want to move beyond intuition and build teams that truly thrive. When every candidate looks great on paper, DISC reveals who will truly thrive on your team. Contact PeopleKeys today to simplify your hiring process and build stronger teams.