DISC should not be used for hiring or selection.  First of all, style is not a predictor of success.  Just because someone has a particular style, it does not mean that they are likely to succeed or fail in a given role.  DISC does not account for education, motivation or skill.  And while you would certainly screen for these criteria in other ways, a job candidate may feel that they didn’t get the job because of their “personality.”  They could then argue that they were discriminated against because of “who they are.” And from an EEOC perspective, an individual developed their characteristics in large part because of their cultural background.  Can you see how this opens you up to legal liability?


Also, you might screen someone out could be a superstar in a position.  And while they might not do the job in the same style as those who currently succeed in a given role, you might lose out on exceptional talent.