Can a DISC Assessment help you get the right culture fit?

Last month we covered the importance of recruiting based on values and culture fit. 

When hiring new team members, it’s easy to focus solely on skills and experience. But if you’ve ever had someone leave because they “just didn’t fit in,” you’ll know how important cultural fit really is. 

One of the tools we often use to support this process is the DISC behavioural assessment.  

But what exactly is DISC—and how can it help you hire the right person for your team? 

What Is a DISC Assessment? 

DISC is a simple yet powerful tool that identifies how people behave at work. It’s based on four key behavioural styles: 

D – Dominance: Direct, results-driven, competitive 

I – Influence: Sociable, enthusiastic, persuasive 

S – Steadiness: Loyal, calm, dependable 

C – Compliance: Detail-focused, analytical, structured 

Most people are a mix of these styles, but understanding someone’s main traits can give real insight into how they’ll approach work, communicate, and interact with others. 

How DISC Supports Cultural Fit 

1. Know Your Culture 

To use DISC effectively, you need to define what your company culture looks like in behavioural terms. 

Are you a fast-paced, high-pressure environment? High-D personalities may thrive. 

Is your team collaborative and people-focused? High-I or High-S types could be a better match. 

Do your roles require attention to detail and structure? High-C individuals might be ideal. 

2. Communication and Team Fit 

DISC highlights how someone naturally communicates and works with others. If your team thrives on brainstorming and bouncing ideas around, someone with strong Influence (I) traits might gel quickly. If you're a process-driven business with little tolerance for risk, someone with strong Compliance (C) traits may be a better fit. 

3. Balancing Your Team 

DISC is also helpful in building diverse, complimentary teams. For instance, a group full of high-D personalities might benefit from someone with high-S traits who brings a steadier, more empathetic approach. It’s not about finding clones—it’s about creating balance. 

4. Spotting Potential Misalignment Early 

Sometimes a candidate has the right experience but just doesn’t suit the way your business operates. DISC can help identify potential friction, such as a high-C candidate struggling in a constantly changing environment with minimal structure. 

5. Smoother Onboarding and Development 

Even when someone’s behavioural style differs slightly from your current culture, DISC can help tailor onboarding and communication to support a successful transition. 

A Word of Caution 

While DISC is a great tool, it shouldn’t be used in isolation or to screen people out unfairly.  

People are more than just a personality profile, and there’s no “perfect” type. Instead, DISC works best when it’s part of a wider recruitment strategy that includes interviews, values-based questions, and practical assessments. 

In Summary 

Hiring for cultural fit doesn’t have to mean hiring people who are all the same. It’s about understanding how someone’s natural behaviours align with your workplace, your values, and your team dynamics. That’s where DISC can really make a difference. 

If you're curious about how DISC could help your next hire or how it might support your existing team, get in touch with us at Key Appointments.   

We’d love to show you how behavioural insights can lead to better hires and stronger teams.