John Jonas explains how Russell uses DISC personality profiles to filter job candidates. Hiring people similar to himself backfired because the role needed detail-oriented people, not his type. Match the personality traits a role actually requires to DISC results.
So Russell has a unique take on hiring. The very first thing he looks at when hiring is a disc profile. It's a personality test that people take that will tell you what their strengths and weaknesses are. He requires anybody who applies to take a disc test and submit that with their application. Why? Because in the past, everybody he hired sucked. He would start looking at profiles and applications and he'd be like, oh, that person's so awesome, or this person's so awesome. And then he'd hire them and they would suck at their jobs. And what he realized was he was looking for people who were just like him. He was looking at someone who was super driven and motivated and not someone who was going to be detail oriented for the job, which required a detail oriented person. And we all do this. We all go through things with our personal and personality filter. So it turns out that when you use disc to associate it with the role that you're hiring, so you figure out the role and what kind of personality this needs to be.
Stop Being the Dispatcher, Start Being the CEO: How to Scale Your Field Operations 🛠️
