DISC assessments can be incredibly valuable — when they’re used the right way.
For individuals, knowing your DISC style can help you better understand how you communicate, make decisions, handle conflict, lead, and work with people who operate differently.
For companies, it can be a great tool for understanding team dynamics, management styles, and where someone may naturally thrive or need to adapt.
Where I think companies get it wrong is using DISC as a pass/fail hiring tool.
People are more complex than a profile. Experience, emotional intelligence, adaptability, leadership skills, and learned behaviors all matter — and a great candidate may not fit the “ideal” DISC profile you expected.
Use DISC to ask better questions, not to make the decision for you.
The assessment should start a conversation, not end a candidacy.
This post first appeared on H Two National’s LinkedIn page on August 27, 2026.