What DISC Can Tell You About Employees Who Bend the Rules vs. Live Life By The Book.

Hiring ManagerWhat makes some people slow down on yellow while others speed up? So why is it that so many people wait until the last minute when they know the deadline won’t pass and the penalties are stiff for ignoring it? And why do some people try to beat the red light while others cautiously slow down?

One answer lies in DISC behavioral styles. A very popular profile test uses the letters D-I-S-C to describe four different styles, or individual preferences. The “C” represents one style and it describes the behavior of people who are energized with “complying” by rules set by other people vs those who prefer to write their own rules.

As individuals energized by Compliance tend to file taxes early and slow down on yellow, low C individuals tend to demonstrate their independence by challenging the deadline (and the light) and testing the rules. The low “C” may file a tax extension even if they are owed money while the high “C” may file early when they owe the government money. Regardless if an individual is high “C” or low “C,” the job may get done – each individual will just do it differently according to their preferred DISC style.

How does the high C/low C scenario play out at work?

Let’s say an office meeting is scheduled for 8:00 AM. High C people set their alarm a few minutes early on the day of the meeting – just in case the traffic is bad. In fact, they may set two alarms. You never know when you might sleep through the first one. They arrive in the office fifteen minutes early. They are usually the first to arrive. They make the coffee and clean up the counter, fill their coffee cups and are in their seats waiting for the others to arrive at least five minutes before the top of the hour.

Middle or situational Cs also may set their alarms early. But hitting the snooze button one time won’t hurt. In fact, they might have even set the clock a few minutes fast just to fake themselves out. They leave their home fifteen minutes before 8:00 AM. Of course it takes twelve minutes on a good day to get to work on time. On this day, they arrive just a minute or two early but stop off in the break room to re-fill their coffee cups before joining the meeting. They enter the meeting room “around 8” to the chagrin of the high Cs who were ready to begin promptly at eight.

The meeting begins. Noticeably missing are a few key employees. These empty seats of course belong to low Cs. These individuals had all intentions of leaving home early and being on time. Unfortunately, they woke up just a few minutes late after hitting the snooze one too many times. Then they forgot it was garbage day. The dog needed to be walked – and of course, Fido decided to take a long walk this day. And where oh where did those car keys go? Finally they arrive at the meeting at 8:23. Hey, what’s twenty minutes or so when the real discussion doesn’t ever start right away. “Sorry I’m late”, they say and then go on to describe why they are late this time. You can just picture the glares and disgust directed at them from the high Cs.

Each style can write its own workplace scenario. By understanding the DISC model employers and employees alike can understand how different approaches to solving problems, interacting with people, responding to the pace of the environment, and complying with procedures impact individual and team performance. CriteriaOne DISC is a simple tool that gets big results.

This article originally appeared in The Total View, a weekly online newsletter that focuses on hiring, management and retention strategies. The Total View is written and published by Ira S. Wolfe, president of Success Performance Solutions and is distributed with permission by The Chrysalis Corporation. Subscribe for FREE to The Total View by typing your e-mail address in the newsletter sign-up box on the right side of this page.

How to “Read” an Applicant’s Resume – Instant Hiring Video Tip

Discover how to get the most information from an applicant’s resume.

How to Read a Resume to Find Better Quality Candidates

Read any resumes lately? Chances are you’ve seen resumes ranging from one end of the spectrum to the other… Resumes that looked like pieces of art, resumes that went way over the top trying to gain your attention and resumes that a toddler probably could’ve done a better job on!  Let’s face it, it’s getting more and more difficult to derive any benefit from resumes these days.

But that’s not to say there isn’t important information that CAN be gleaned from a resume to the trained eye. The challenge with sorting through and reviewing a lot of resumes is you begin to zero in on and focus on exactly what you’re looking for which is typically the content (employee work history, work dates, progression, etc.). Everything else becomes background noise… including some things that you shouldn’t be so quick to dismiss.

For instance, if you’re hiring for a position where attention to detail is a necessary trait for the incoming employee, you should pay close attention to how the resume is presented. An astute applicant with a high attention to detail will not only use a pleasing font but the layout and structure of the resume will also be flawless. Are the indentations on the resume all lined up? Does the format look clean and crisp? Is the information presented in a manner where it’s easy to follow and understand?

In addition, look for spelling and grammatical mistakes. Written and verbal communication is a huge aspect of most managerial and higher level positions today so spelling and grammatical mistakes should not be overlooked. If you find a lot of spelling or grammatical errors, either you have an applicant who’s too lazy to spell check or they’re just incompetent. In either case, they’re probably not someone you want working for your organization.

How an applicant puts together and organizes information on their resume can be a huge indicator of the type of work they will produce if you decide to hire them. If an applicant turns in a sloppy resume you can probably bank on the fact that their quality of work will be sloppy as well.

Focusing on the structure, design and grammatical errors of a resume can be a great way to weed out unworthy applicants if the position you’re hiring for requires a high attention to detail and any sort of writing skill what-so-ever. So the next time you’re checking out resumes, don’t just focus on the content  but take a look at the overall presentation and quality of the resume because it will lead to a higher caliber applicant making his or her way through your hiring process.

Disorganized Workers Cost Employers Time and Money

Cluttered desks, disorganized email folders, and lost files seem to be taken for granted in the workplace. But all that time searching for lost information and playing phone tag adds up to a lot of costly, unproductive time.

For example:

  • The average American spends almost 4 minutes searching for lost keys, television remote controls, mobile telephones, and other items every time one of the little suckers sprouts legs and walks off.
  • Four minutes may not sound like a long time, but the minutes add up. If a person misplaces his wallet once every week, he would spend 3.5 hours each year trying to hunt the darn thing down.
  • Americans who consider themselves as “extremely organized” spend as little as 1 minute and 18 seconds finding misplaced items while adults who say they are not organized at all take up to 8.5 minutes to locate a missing item.
  • In the average small business, each staff member spends at least 3 to 5 hours per week looking for information. At an hourly rate of $12 per hour that adds up to over $2,800 per employee per annum. Even worse, can you afford to hire and retain employees who spend 15 percent of their work week looking for misplaced information?

Even with widespread computer usage, 70% of all documentation remains paper based. The average usable life-span of a document is only 30 to 90 days. Often they are never accessed again after this time. Office space is at a premium though – and the more files you have the more space required which leaves less space for additional staff members to grow your business and/or higher rent for storage space.

Disorganization might be ignored if it wasn’t for the big price tag hidden beneath the piles. If you cannot answer a client’s request immediately, the cost is staggering and frightening! Did you know that telephone tag costs could cost you more than $6,500 per employee in unproductive time even if that employee spends only one hour on the phone daily.

And possibly the most expensive is the 25% of all clients who are lost due to poor response to requests. If you have 1,000 clients, then you’re losing on average 250 clients a year, at a costs ranging from $25,000 to hundreds of thousands of dollars.

Organization is an essential competency. With more demands being placed on limited resources in nearly every organization today, time wasted finding and re- finding information costs lots of money. With cutbacks, resignations and retirements, critical information is walking out the door every day. Adding employee  screening tests for organizational skills could improve productivity and add dollars to the bottom line.

This article originally appeared in The Total View, a weekly online newsletter that focuses on hiring, management and retention strategies. The Total View is written and published by Ira S. Wolfe, president of Success Performance Solutions and is distributed with permission by The Chrysalis Corporation. Subscribe for FREE to The Total View by typing your e-mail address in the newsletter sign-up box on the right side of this page.