A $15M contractor uses DiSC personality profiling and motivator testing to hire for fit, not just skill. They match DI types to sales, IS to call centers, SC to design, and DC to management. The system has prevented costly mismatches that derail teams.
So we DiSC profile every hire that we have. I think that that's very important. And I think that each position has specific profiles that work best for them. You know, we're hiring salesmen, I prefer DIs. I think that IDs, while being direct, can still be a little too nervous about what people think about them. IS people are too customer service driven. So when we hire for call center, we want more IS people. SC people for our design and production departments. Um, and then DCs for management level people. So we have these different personality types for each position that we hire. And then we really look for motivators too. We really like people who are individualistic, like myself and Becca, highly competitive people, utilitarian. We want people to really focus on the return. Uh, high theoreticals are nice. Salespeople, I like high aesthetics. So each position we kind of have different, like I said, different, uh, profiles and different motivators that we look for that we've found to be successful within our organization.
