Why You Shouldn’t Prep Your New Recruit on the Extended DISC® Process

Using DISC assessments during recruitment provides valuable insights into a candidate’s natural and adjusted behavioural styles. However, this case study demonstrates why prepping new recruits for DISC assessments can undermine the accuracy of the results, and why Extended DISC® remains more reliable than tools that measure only conscious behaviour.

The Situation: A Candidate Tries to Influence the Assessment

One of our long-standing clients was hiring a recruitment consultant. Before interviewing the candidate, they asked him to complete an Extended DISC® online questionnaire. The results produced two strong and well-formed profiles (Profile I and Profile II), indicating:

• A clear unconscious (natural) behavioural style
• A consistent conscious (adjusted) behavioural style
• High flexibility within the “I” quadrant of the Extended DISC® Diamond

These results aligned with how the candidate naturally presented himself.

During the interview, the hiring manager explained the role in detail. The candidate quickly concluded that the ideal applicant should be bold, competitive, dominant and tough: characteristics he believed were essential for success.

Realising this, the candidate attempted to influence his assessment.

The Candidate Retakes the Assessment

Without approval from the employer, the candidate returned to his desk and used the same access link to complete the questionnaire a second time. This produced a new set of profiles:

• Profile II (unconscious style) remained almost identical

• Profile I (conscious style) shifted dramatically, from nearly 100% “I” to a “D–I” blend
• The new Profile I appeared tighter, suggesting uncertainty and a perceived need to adjust

In other words, the candidate tried to present himself as more dominant to match what he believed the employer was seeking.

The Issue: You Can’t Fake Your Natural Style

While the candidate successfully altered his conscious behavioural profile during the second attempt, he could not change his unconscious profile. Extended DISC® captures this unconscious natural style, and because it is extremely difficult to manipulate, both reports remained almost identical in Profile II.

This is one of the strengths of Extended DISC®.
Other DISC-based tools that rely only on conscious style would likely have produced two completely different profiles, potentially misleading the employer.

Conclusion: Avoid Prepping Candidates Before DISC Assessments

Our advice to the client was clear:

• The first report was the most accurate representation of the candidate.
• Despite his attempt to appear more dominant, his unconscious style showed no genuine “D” traits.
• His natural strengths remained within the “I” style, and the role he was trying to fit into likely required traits he did not naturally possess.

This case reinforces why prepping new recruits for DISC assessments can distort conscious profiles, but also highlights why Extended DISC® still reveals the truth.