Resources Unlimited cautions companies on
using Myers-Briggs and DISC assessments as part of the hiring process due to
the recent Target case. That being said, certain DISC assessments may be used
as part of the hiring process and Resources Unlimited would recommend using a
DISC assessments that is researched, nondiscriminatory, validated, and has an
adverse impact study proving these qualities. When a tire shop or any company
uses these DISC assessments as part of the hiring process, they tend to have
great success in retaining their new hires. Regarding Myers-Briggs assessments,
Resources Unlimited would not recommend using this assessment as part of the
hiring process as it is geared toward employee development.
Criswell also addresses assessments for
employee development which both DISC and Myers-Briggs have exceled in
historically. According to Criswell's article, "DISC profiles help
increase your self-knowledge: how you respond to conflict, what motivates you,
what causes you stress and how you solve problems; facilitate better teamwork
and minimize team conflict; develop stronger sales skills by identifying and
responding to customer styles; manage more effectively by understanding the
dispositions and priorities of employees and team members: and become more
self-knowledgeable, well-rounded and effective leaders.” On the other hand, Criswell
states, “Myers-Briggs assumes that people naturally select personality
preferences. The testing does not indicate real or potential effectiveness in
career, school or personal life, but rather shows how any individual sees the
world.” As you can see both DISC and Myers-Briggs assessments can be effective
in employee development.
I hope this tire shop can help you understand the benefits of
using personality test within the workplace as DISC assessments have helped
Resources Unlimited improve its team work.
