DISC II - Interpersonal Value

The DISC II is a temperament assessment that identifies a person’s natural tendencies that he has had throughout his life. If you have an awareness of your basic temperament or temperament blend, then you have a better understanding of why you do what you do. Also, learning about the temperaments of others helps create an environment that increases cooperation and decreases tension in all relationships. An individual is more comfortable and confident in relating to others when he understands, accepts and appreciates the differences in himself and those with whom he works or who are friends and family.

DISC II CAREER ASSESSMENT

Everyone works hard at what they enjoy. However, they enjoy the kind of work that fills their basic need(s). The DISC II Career Assessment lists the careers in which the individual’s primary temperament is typically found.

​​   CLICK FOR POSITION MATCHESOUTGOINGRESERVEDTASKORIENTEDPEOPLEORIENTEDDOMINANCE• Results Oriented• Competitive• DriverINFLUENCING• Persuasive• Inspiring• EnthusiasticCOMPETENCE• Analytical• Detail Oriented• SystematicSTEADINESS• Amiable• Democratic• PatientPOSITION MATCHESOwnerPresidentLand DeveloperReal EstateUpper ManagementPOSITION MATCHESSalesSales ManagementPublic RelationsHuman ResourcesReceptionistPOSITION MATCHESAccountingBookkeepingTechnicianInformation TechPOSITION MATCHESCustomer ServiceNurseTeacher

PRE-SCREENING TOOL WITH

INTERVIEW QUESTIONS

The DISC II is also used as an addendum to the Achiever as a pre-employment assessment tool. It includes interview questions that are specific to the applicant’s DISC II temperament pattern and can be used to enhance dialogue in the interview. The wealth of information gleaned from the DISC II - and especially the correlation between the DISC II and Achiever- can help prevent costly mistakes in hiring those applicants who are not a job match.

SUPERVISING SECTION

The section on "How to Supervise" a particular person gives clear insight into the best type of leadership for him and can make the difference between success and failure for that new hire. In the book, "First Break All the Rules," Buckingham says that people do not leave companies . . . they leave managers. The supervising section enables managers to make their employees feel valued and understood.

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​   Achiever

JOB RELATED CHARACTERISTICS

& BEHAVIORAL MODIFICATION

The Achiever is used in sales and lower to mid level management. The purpose of the Achiever is to identify job-related characteristics, such as the level of organization, assertiveness, communication style, mental alertness, etc. It also identifies whether or not the applicant (or employee) has learned to modify or manage his natural temperament.

(Samples are available on our website, www.ihdcorp.com.)

​  Guardian

The Guardian is used for first-line supervisory level as well as technical, administrative, and skilled hourly employees. This assessment measures mental acuity and math along with ten personality dimensions.

Customer Service Performer

The Customer Service Performer is used for entry level, service, production, and semi skilled applicants or employees. It includes the personality section of the Achiever, which indicates ten personality dimensions, along with the numerical perception (scanning) and math dimensions. It also includes an optional admissions section on theft & drug use.

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​  Scoreboard

The Scoreboard is used for unskilled, volume hiring, and high turnover. It is a bare-bones assessment that measures only the personality dimensions.

BENCHMARKS

Benchmarks are created from the collective assessments of the top performers in each job family, and the Achiever results of the applicant are compared against those job-related benchmarks.

USING THE ACHIEVER IN

PERFORMANCE MANAGEMENT

Managers are interested in the personal and professional growth of their direct reports, but they may not have a clear picture of the specific areas in which they need to work. In performance management, the Achiever can help clarify specific job-related areas that need attention. It gives a manager insight into how to work best with his or her direct report(s), especially if the manager reviews both his report and the results of the direct report's together.

PRIVACY

Pre-employment Aptitude Assessments and Employment Personality Assessments at IHD are held in strict confidence and are not shared with anyone outside of your organization.

LEGALITY

In the over forty-five years on the market, the Achiever has never had an adverse finding in any court of law nor has there ever been an out-of-court settlement on any case involving the use of the Achiever. The publishers of the Achiever, Candidate Resources, Inc., will defend their assessment against any challenge in any court of law for any client as long as the Achiever is used in accordance with the instructions for taking it and is not altered in any way.

VALIDATION

The DISC II was validated at the University of Arlington, Texas Department of Psychology and Organizational Development, by Dr. Mark Frame, PhD. and staff. The DISC II was found to be valid and reliable. For more information, the UTA Validity and Reliability study can be provided by request by emailing: Leroy.hamm@ihdcorp.com.

PRE-EMPLOYMENT SCREENING & EMPLOYEE BACKGROUND CHECKS

Pre-employment screening and employee background checks are more common these days than ever before. Employers need to know who they are hiring and they have a duty to their shareholders, stakeholders and co-workers to keep everyone as safe as possible. Finding out the truth about someone using a background check is quick, inexpensive and allows an employer or H.R. Department to take the guess work out of hiring.

Protect your company assets.

The people you hire potentially have access to valuable physical and intellectual property Background screening helps to minimize the potential of theft or corporate espionage. In some cases, your company may be required by law to screen for individuals who are on national and international sanctions or disqualification lists.

Maintain a safer workplace.

Background screening helps minimize the possibility of violence at your company by checking for past criminal behavior and better qualifying the history and character of prospective employees.

Reduce long-term costs

Locating, interviewing and hiring new employees is an expensive process. Screening candidates can help ensure individuals are properly qualified which reduces turnover. Other troublesome histories such as absenteeism or poor work performance may also be identified.

​Order a Background Check

IHD CORPORATION CERTIFICATION SEMINAR - DISC II & ACHIEVER

Hiring mistakes are made every day because hiring professionals have poor interviewing skills or inadequate tools to help them. The DISC II and Achiever, when used as a part of the hiring system, reduce turnover and insure the quality of new hires.

The Certification Seminar consists of workshops and discussions on the DISC II assessment and helps enhance your understanding of the temperament concept of behavior. An initial overview is given of the four basic temperaments and temperament blend. Plotting point dynamics are covered, as well as how to read the "whole picture" of all three graphs and verify a person's temperament pattern.

The Achiever workshop covers the personality profiles used in conjunction with the temperament profile (DISC II) to gather more detailed and specific information on the individual, as well as identify “adaptive” behavior. The purpose of this workshop is to increase your training in interpreting The Achiever as well as using it in management. The more versed you are in the correlations of different personality dimensions, the more valuable you will find the written reports and other IHD Corporation tools you use in hiring and developing your people.

Also covered are correlations between both assessments that provide a deeper understanding of how to use the profiles in creating "models" or “benchmarks” for different positions within the organization.

UNDERSTANDING TEMPERAMENTS

This seminar is designed to increase productivity by increasing cooperation and decreasing tension in the workplace. A client of many years once said that he "hires people for what they can do and fires them for who they are." The relationship factor is a major key to organizational harmony and productivity. Attendees gain an understanding of the fundamental differences in people and reveals what drives them and how best to work with them. Many managers learn that their approach has been counter-productive in motivating some of their direct reports.

POSITION MATCHESOwnerPresidentLand DeveloperReal EstatePOSITION MATCHESSalesSales ManagementPublic RelationsHuman ResourcesReceptionistPOSITION MATCHESAccountingBookkeepingTechnicianPOSITION MATCHESCustomer ServiceNurseTeacher

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ASSERTIVENESS TRAINING

Managers who need to be less passive or less aggressive as opposed to more assertive are trained individually in assertiveness skills. They learn to relate in a more effective and productive way with their direct reports, with an emphasis on improving their relationships with both passive and aggressive individuals.

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CONFLICT RESOLUTION

After providing the DISC II and Achiever assessments to the individuals in conflict, a one-on-one session with each provides insight into what the source of the conflict may. Conflict resolution skills are discussed with both individuals to help increase cooperation and decrease tension.

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EMPLOYER INTERVIEW SKILLS

This seminar covers the basics in interviewing, including major mistakes people make, the use of result-oriented job descriptions, knock-out factors, interviewing do’s and dont's, identifying the basic temperaments of job applicants, and specific questions to ask applicants based on temperament. Also included are specific questions the interviewer can ask to discover an applicant’s strengths and weaknesses. Also pre-employment testing, effective reference questions, an exit interview, the manager’s self-examination, and E.E.O.C. restrictions and guidelines.

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COMMUNICATION SKILLS

Managers and employees are taught how to get what they want while showing respect and consideration for others. Participants learn how to identify communication styles in themselves and others and how to effectively address and deal with them.

360 PERFORMANCE EVALUATION

The 360 Performance Evaluation is an online tool to collect the feedback from an individual's boss, peers and direct reports. The feedback is collected anonymously and stored in our system. The information can be sent directly to the individual assessed or to his or her hiring manager.

COMPETENCY REPORT

Ten competencies are compared to the individual's Achiever and DISC II assessment scores, and a Competency Report is sent to the individual or to his or her manager.

TEAM & LEADERSHIP

DEVELOPMENT PROGRAM

The Team and Leadership Development Program is designed to enhance the ability of a team to work together in accomplishing mutual goals and objective. Each team member is first assessed with the online DISC II and Achiever then followed up by a one-on-one session to review his or her strengths and weaknesses. Recommendations are made to help him develop personally and professionally. A seminar titled, “Supervising the Basic Temperaments,” gives the team an overview of how to work with the temperament of the others to increase cooperation and decrease tension. Basic communication skills are emphasized as well as a review of the psychology and process of goal setting.