Understand the report’s scope
Distinguish behavioural preferences from the skills, experience and performance evidence required for a role.
DISC & relationships
DISC for HR and Hiring Managers
Explore DISC as one source of information for people and hiring conversations.
Maxwell DISC
What this programme helps you work on.
Behavioural information can help HR teams ask better questions when used alongside other evidence. This programme explores how DISC can inform people and hiring conversations without becoming a complete judgement of a candidate. Participants practise turning a report observation into something they can check against actual experience.
Who it suits
HR professionals and hiring managers.
The focus
Behavioural preferences, interview questions and supporting evidence.
Inside the programme
What you’ll explore.
These themes guide the learning. The depth and selection depend on the format and the needs you bring.
Develop interview questions
Turn a report observation into an open question that invites an example of relevant workplace behaviour.
Compare with other evidence
Consider the interview, work samples and role requirements before drawing conclusions from a behavioural pattern.
Use findings for development
Discuss how useful insights can inform communication, onboarding or support once checked with the individual.
From ideas to action
Put it into practice.
Use a report to develop questions to check in an interview, alongside other evidence.
An example to work through
Take a sample report observation and a role requirement. Write a question that asks for a specific work example, then identify what additional evidence would be needed to assess the requirement.
This is an example of local application. We adapt the discussion to your situation and agreed scope.
Your practical takeaways
What you’ll work towards.
- A clearer understanding of DISC’s role in a people conversation.
- Interview questions grounded in observable examples.
- A plan to check report observations alongside relevant evidence.
The learning experience
How it works.
Facilitated learning combines explanation, discussion and reflection on participants’ own situations. Where the agreed format allows, you practise an application and decide what to try at work. Scope, duration and any follow-up are agreed around the group’s needs.
A focused Lunch & Learn
The USD 8 per person fee plus 8% SST (USD 8.64 total) covers the session only; lunch is not included. The session introduces a selected idea and its practical application. It is an introduction to the topic; the wider themes above describe the broader learning available. All sessions are hybrid. Starting in 2027, Lunch & Learn runs on selected Mondays, 12pm–2pm Malaysia Time. Exact dates will be confirmed before enrolment. No preparation is required. Sessions are conducted in English, in Malaysia Time (MYT, UTC+8). We use ClassIn for hybrid sessions. Online and in-person members participate fully in the same class: ask questions, contribute to discussions and work through member cases together. The joining link and learning management system (LMS) access will be provided five days before each session.
DISC describes behavioural preferences and supports discussion. It is not a clinical diagnosis or a complete judgement of ability or suitability for a role. Report inclusion and the debrief format are confirmed for the engagement.