POCKET ROCKET GROUP

 

EVOLVING THE HUMAN EXPERIENCE – LETS DISCO 

The DISC model can be a valuable tool to assist in the recruitment process – especially on the gym floor where we have different types of members to communicate with. 

When recruiting for gym staff it can be helpful to get an insight into potential candidates' behavioural tendencies and their potential fit within a specific brand, role or team. Do they interact well with others? Are they good communicators? Do they have good listening skills? 

Taking the DISC method one step further in traditional Pocket Rocket style – we’ve coined this approach ‘DISCO’  (because it sounds better, and we can!)

  • Dominator – outgoing, talkative, task-oriented, direct 


  • Influencer – interactive, persuasive, charming, motivating


  • Stabiliser – structured, systematic, predictable, calm


  • Calculator – timely, realistic, organised, reliable 


  • Observer – curious, methodical, rational, intellectual



Here are some ways you can use the DISCO method to help recruit the right people for the right roles; 

  1. Define the Ideal Profile:
    Identify key personality traits and behavioural styles that are essential for success in the position you are recruiting for. Determine which traits align with the job requirements and the team dynamics.

  2. Assess Candidates:
    Using a DISCO assessment tool, evaluate candidates' behavioural tendencies. This can be done through self-assessments or by administering assessments during the recruitment process. Compare the candidates' DISCO profiles with the ideal profile you defined earlier.


  3. Conduct Behavioural Interviews:
    Incorporate behavioural interview questions that relate to the DISCO model. For example, if the role requires a high level of assertiveness, you may ask candidates about situations where they had to take charge or make quick decisions. This can help assess if their behavioural style aligns with the role's requirements.


  4. Team Fit Assessment:
    Consider the DISCO profiles of existing team members and evaluate how well a candidate's behavioural style would integrate with the team dynamics. Look for complementary traits that can enhance teamwork and collaboration.


  5. Communication and Leadership Style:
    The DISCO model can provide insights into how candidates communicate and lead. Consider the communication preferences and leadership styles required for the role and assess if the candidate's profile aligns with those requirements.


  6. Development Opportunities:
    Identify potential areas of development for candidates based on their DISCO profiles. This information can be valuable for creating personalised development plans and supporting the growth and success of new hires.


Remember that the DISCO model should be used as a tool alongside other recruitment practices and considerations. It provides insights into behavioural tendencies but should not be the sole determining factor in the recruitment decision-making process.




ARE YOU READY TO DISCO?! 

For help establishing your company’s value proposition, purpose, vision and craft a culture that will enable you to align the right people for your business to grow, contact the Rockets for details on our all new DISCO workshop! 


LET’S DANCE!