Skills and experience matter, but so does how someone communicates, makes decisions and works with others. The DiSC framework groups these behaviours into four workplace styles:
- Dominance (D): Results-driven, decisive and competitive
- Influence (I): Enthusiastic, persuasive and relationship-focused
- Steadiness (S): Patient, supportive and dependable
- Conscientiousness (C): Analytical, detail-oriented and methodical
A formal assessment gives the fullest picture, but these four interview questions can offer useful clues about a candidate’s likely style.
- Tell me about a time you had to achieve a difficult goal under tight deadlines. How did you approach it?
Listen for what they focus on. A D-style candidate may talk about acting quickly and pushing through obstacles. An I-style candidate may describe rallying people and keeping energy high. Someone with an S-style preference may emphasise teamwork and support, while a C-style candidate is more likely to highlight planning, risk and quality.
- When you disagree with a colleague or manager, how do you typically handle it?
This can reveal how they communicate under tension. D-style candidates often address issues directly. I-style candidates may persuade and look for common ground. S-style candidates usually value harmony, while C-style candidates tend to rely on facts and evidence.
- Describe your ideal work environment and manager.
Their answer can show what helps them thrive. D-style people often value autonomy and decision-making freedom. I-style candidates may prefer an energetic, social workplace. S-style candidates usually appreciate stability and supportive leadership, while C-style professionals often want clear expectations, processes and accountability.
- How do you make important decisions when you don’t have all the information?
Decision-making is another useful signal. A D-style candidate may decide quickly and adjust later. An I-style candidate may seek input before moving ahead. An S-style candidate is likely to consider the impact on others, while a C-style candidate may want more data before committing.
These questions won’t confirm a candidate’s DiSC profile, most people show a mix of styles, but they can help you understand how someone communicates, handles challenges and fits within a team. At CBR Recruitment, we look beyond skills and experience to consider behavioural style, motivation and cultural fit. Understanding how people work helps create stronger, longer-lasting hires. Contact us for more information on how DiSC can help you build a stronger team.
