We might think we see the world clearly and without bias. But you might be surprised by a hidden bias in the hiring process.
Across the four DISC styles—that I refer to as Eagles, Parrots, Doves, and Owls—there is a recurring meta-bias. We view candidates through our lens of how we think, speak, and act, and we are impressed by those who are like us. This feels comfortable because it’s familiar, and familiarity calms the nervous system. That makes such candidates feel like the right fit, as we anticipate that they will be easy to work with.
When a candidate mimics the interviewer’s style, they tend to overlook gaps, viewing potential challenges as minimal and understandable. Similarity bias leads people to favor individuals who are like themselves.
Style Biases
Each style has its own biases.
Goal-oriented Eagles prioritize speed and visible results, so they look for these qualities in others. In interviews, Eagles tend to favor candidates who speak confidently, answer quickly, and show certainty. A strong handshake, a decisive tone, and stories that demonstrate they get things done impress Eagle interviewers. Meanwhile, quieter candidates or those who pause to think are often misunderstood as unsure or weak, even if they are deliberate and precise.
Enthusiastic Parrots favor candidates who demonstrate charisma, verbal adaptability, and strong social skills. Parrots easily connect with expressive candidates who tell engaging stories and make them laugh. They appreciate individuals who convey an exciting vision of the future. Thoughtful but less lively candidates may seem dull by comparison, even when they possess depth, discipline, and follow-through.
Caring Doves focus on personal connection, relational ease, and emotional safety. They prefer candidates who seem kind, helpful, and easygoing. Interviewers consider how it would feel to work with the individual on a daily basis, and it needs to feel comfortable. Candidates who challenge ideas, speak directly, or push back can seem threatening, even if that challenge is needed in the role.
Analytical Owls favor credentials, expertise, and proof. They prefer candidates who provide details, clearly explain their core skills, and demonstrate how these skills will be useful in the role. Degrees, certifications, and structured answers carry weight. Owls may overlook big-picture thinkers and intuitive problem solvers who do their best work outside of logical explanations. When insight precedes evidence, it might be dismissed as vague.
Minimizing Bias
Effective hiring decisions aren’t made by ignoring styles. They come from recognizing them. When interviewers understand how their own style influences their focus, speeds up their conclusions, and favors familiarity, they regain control. This helps candidates be seen for who they truly are.
About Merrick Rosenberg
Merrick Rosenberg is the creator of the Eagle, Parrot, Dove, and Owl personality framework and author of Personality Intelligence: Master the Art of Being You. As an award-winning speaker and founder of Take Flight Learning, Merrick has helped hundreds of thousands of people unlock the power of personality styles to transform their communication, leadership, and relationships. He’s on a mission to make self-awareness accessible, fun, and unforgettable.
