If you are a DISC user or perhaps you are a consultant and your client is a DISC user, you may be interested to know why people switch from using a DISC system to using PeopleMaps.

What is DISC?

All DISC systems of personality profiling are based on the work of by William Moulden Marsden and taken from his book “The Emotions of Normal People” (1921). He was writing around the same time as Carl Jung the Swiss Psychologist. William Moulden is also the creator of Wonder Woman the comic superhero.

There are many DISC grid systems in existence measuring Dominance (D), Influence (I), Stability  (S), and Compliance (C). Stability is a substitution (S) word from the original Marsden word which was Submission.

Why People Actually Switch to PeopleMaps

1 – The Shorter Questionnaire

Due to its unique design, the PeopleMaps Personality Questionnaire only takes 5-7 minutes to complete. It has been designed exclusively for the Internet and was never a paper-based questionnaire. The clever design of the questionnaire enables it to collect a lot of data in a very short time frame.

If it’s so fast, can it be as accurate?

The reports are incredibly accurate. Paul Kline, the eminent psychologist, produced a report explaining how long questionnaires can introduce candidate fatigue that can seriously affect the results. This problem is exacerbated on the Internet, as 20 minutes online is not the same as 20 minutes offline. Where in the past it was acceptable to have a 20-minute questionnaire in a classroom situation, it is not acceptable to have a 20-minute online questionnaire.

When using the questionnaire with job candidates, they are willing to spend 5 minutes completing an online personality questionnaire as part of their job application, they will be very reluctant to complete a 20, 30 or 40-minute questionnaire.

Use the following link to find out why the PeopleMaps Personality Questionnaire is so popular and delivers such incredible results.

2 – No Labels. No Interpretation. No Training

PeopleMaps does not use labels which means no interpretation is required. The largest source of error in any profiling system is human error in trying to interpret the Label. The results vary with the quality of the training and the quality of the student. Two people could look at the same label and draw different conclusions. PeopleMaps does not use labels and eliminates this error. 

For example, if you want to know how naturally detailed someone is then PeopleMaps will tell you specifically and provide you with a personality gauge to illustrate it. Other systems would require you to interpret say the DISC score and draw your own conclusion from that.

Reports Are Written In Plain English

Busy line managers do not have time to go on a course to learn how to interpret results. They just want powerful tools to solve their problems. PeopleMaps can be used with no training. Busy line managers can be using it within minutes.

With the PeopleMaps Interview Pro range, the personality reports are written as interview guides. A line manager can print them off to use immediately to interview job candidates. This is a huge saving in time, as busy line managers are unlikely to have the time to take a course on how to use and interpret the results of a DISC report.

3 – Reports Are Written As Specific Applications

PeopleMaps writes specific applications, which means that when interviewing job candidates, there is a report designed for that specific purpose; The interviewer is able to select a report design from the Interview Pro range suitable for each specific job role. For example, the “Sales – Face To Face” report will tell you about behaviours relevant to sales roles. The “Manager & Team Leader” will be relevant to management eg, Management Style and Delegation.

 recruitment personality reports

If you are looking to use personality reports for staff development or for team building you will find reports designed for those specific applications. With PeopleMaps there is no “one size fits all” approach.

Custom applications can also be designed to meet specific needs.

4 – Reports Written As Interview Guides

Most line managers have never received any training on how to interview job candidates. The Interview Pro range of reports is written as interview guides and include questions to ask and what to look for in the candidate’s answers. This means that even the most inexperienced interviewer can conduct a meaningful and insightful job interview.

The PeopleMaps Gauges are also very popular as they measure very specific aspects of overall behaviour versus D  I   S  or C, system measuring traits.

For example

Natural ability to build rapportGauge
Pushes past rejection to close a sale.Gauge
Natural determination to close a sale.Gauge
Willing to follow agreed process/telephone script.Gauge

Instead of trying to figure out if the candidate will stick to an agreed telephone script, based on their D, I, S and C traits, you simply need to read their gauges. If they score 70+ then you know that this comes naturally to them.

One of the reasons people switch to PeopleMaps is due to the gauges as they need no interpretation. You simply read the relevant gauge. There are around 100 gauges in the library.

5 – Quick & Easy To Use

The PeopleMaps Control Room is very user-friendly and a new user will be up and running within 5 minutes. The learning curve is only about 5 minutes long. You will be able to use the system within a few minutes of registering for your account.

5 – Incredibly Accurate With High Resolution

PeopleMaps gently insists you read your own report before committing to buying reports for your organisation. You should experience for yourself just how accurate the reports really are. From the research PeopleMaps has carried out to date, we believe that the PeopleMaps system operates at a significantly higher resolution than DISC.

The PeopleMaps Questionnaire and associated algorithms also produce incredibly accurate reports as it has been refined over 20 years using 1.5 million results. This combination of high resolution and high accuracy means that most people will experience an incredibly accurate report and almost all will agree with at least 80% of their report statements.

6 – Low Cost

With no setup fees or training costs, PeopleMaps has a significantly lower cost of ownership than DISC systems. More than that, the cost per credit is also very competitive to DISC reports. In short, PeopleMaps saves customers money when they switch to PeopleMaps from DISC.

The high training costs associated with DISC can quickly mount up as the training is specific to an individual, not the organisation. So if your DISC trained individual leaves your organisation, you need to find someone else to train and pay for it all over again. This may be one of the largest hidden costs of DISC systems.

What about free reports?

There are some providers that offer a free personality report. However, these are sales gimmicks to get your attention. They serve no practical use besides enticing you to contact the provider. With free reports, you get what you pay for. They will not address your issues or solve your actual problems.

With a PeopleMaps Enterprise License, your reports are free as all the reports you need are included in your annual license. 

Type Vs Traits

DISC is a Trait System and PeopleMaps is a Type system.

Type aims to provide a comprehensive overall picture of a person’s preferred behaviour. Scoring of type is different from that of traits. Traits measure a characteristic that people possess to a certain degree, for example, extraversion, and this can be measured against a norm (More than most people – as often as others).

There is no such thing as “Normal”.

PeopleMaps is a Jungian system and Jung believed that people were unique, Carl Jung measured the flow of energy that moves along bi-polar scales. The combination of these scales results in a type profile.

“Energy is never lost but shifts from one part to another reordering nature toward balance or equilibrium.” – Jung 1917.

Through reading this statement it can be concluded that since energy is a moveable feast there was no point, as far as Jung was concerned, in measuring exactly how much extraversion a person had against another, as even against themselves, this could vary on a day to day basis. It was not the amount of extraversion that was important to Jung, more how it was applied in conjunction with the other bipolar scales such as thinking, feeling etc.

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