Resumes tell you what someone has done. Interviews tell you what they say they’ll do. But assessments reveal how they’ll actually behave in the role — and whether their motivators align with your team and culture.
1. Define the Role First
Before assessing candidates, benchmark the job itself. The TTI Insights Job Report defines what behavioral style the role requires — so you’re comparing candidates against objective criteria, not gut feelings.
2. Use Behavioral Interview Questions
The Interviewing Insights report generates behavioral-based interview questions tailored to each candidate’s DISC profile. These questions help interviewers dig deeper than surface-level answers.
3. Compare Candidates Against Job Benchmarks
The TTI Insights Talent Report compares a candidate’s DISC style and Driving Forces against the job benchmark. This gives you objective data to complement interviews and resumes.
4. Assess Team Fit
Use the Team Wheel to see where a new hire would fall relative to your existing team. This reveals potential gaps and overlaps before you make the offer.
5. Onboard with Insight
Share the new hire’s DISC profile with their manager and team. This gives everyone a head start on understanding how to communicate and collaborate effectively.
Want to learn more about using assessments in hiring? Contact us.
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