How to interview candidates with high 'D' scores on the DISC personality test. Ask direct questions about their drive, request specific examples of how it helped or hurt outcomes, and consider that true high-D personalities can be exhausting to manage. Mid-to-moderately-high D works better for buyer and listing agents.
Chris has a question. We have a meeting today with a prospective buyer agent. He scored 99 on both D. And I a little concerned about the super high D score. Anything I can do during the interview to sniff out that's kind of the beauty of those personality tests. Like if you believe, I mean you could do it directly. So one way is say one thing we look at. And if you had him send them to you, you can just ask them. Be like, hey Chris, did you have a chance to look at the personality, the disk test and the values test that you sent over that you took? If he said no, like, okay, well let's. This is kind of what it says. And I just want to ask you a little bit about D. Personalities are very driven, you know. So tell me how that plays out for you. Give me examples of where your drive is just kind of takes over. It's exhausting to have a D on your team. There's nothing wrong with it, right? So I'm not saying that everyone that has a D personality on their team, if they're really being true to themselves, they're just like, they speak their mind and they do things the way they want to do things. I have a D on my team and I'm, you know, if I was in the office every day, it'd be tough for me to be around D personality all the time. I'm a D personality, so I know it. It's tough. Like it's tough for my wife to deal with me because I'm so driven and I want to start a third business and you know, I want my kids to, you know, I'm not a hard charging parent in that regard, but I just kind of have ideas about how I want things to happen and it's exhausting to be around Ds. So just know that if your D personality is team leader, the one thing is to know that it's exhausting to be around you and that kind of helps you kind of how you deal and interact with your team. But just know if you hire a true D, it's going to be exhausting to manage them. So, you know, that's why the mid, even a slightly below mid D high I is kind of where you want a buyer agent, listing agent. You need a little bit more D, but not a lot more D. You know, we find that our both of our listing agents now are crushing it. And it's not because everything's just selling in the market. Our market's pretty strong, but they're just really good about serving their clients and doing their weekly calls and through service. Not. I mean, they have the difficult conversations, but it's after they build up a level of trust. So I would just ask them, you know, about specific examples where, you know, his. His high D personality has maybe helped him, and sometimes maybe it's. It's hurt him. And he may give you an example or she of, you know. Well, you know, there was this time where I just drove everyone crazy on a project team in college because I wanted everything done my way, and it had to be done this time, you know, so they may sort of, you know, kind of open up a little bit.
