DISC analysis through Elvium

Elvium can provide you with a fully integrated solution. You can invite your applicants for a DISC analysis directly via the recruitment system.
The Elvium DISC solution is provided in cooperation with our supplier ANTES DISC.

An integrated solution

Med Elvium får du en fuld integreret løsning, hvor du kan invitere dine ansøgere til en DISC analyse direkte via rekrutteringssystemet. Resultaterne fra DISC analysen kommer også direkte ind og ligger på kandidatprofilen.

With a DISC analysis you get insight into:

  • The personality traits you can expect from the person, and the thoughts and feelings the person may have.
  • The areas on which the candidate will focus and prioritize.
  • The areas the candidate will find interesting.

Minimize the number of failed recruitments

A DISC analysis tool minimizes the number of failed recruitments. This prevents a waste of resources. The analysis will also help you streamline the composition of teams, helping the employees support each other to achieve the best possible teamwork.

You can purchase huge amounts of tests, because we offer you the DISC analysis at an advantageous price.

Benefits of DISC integration:

Professional analysis tool

ANTES DISC is an updated and validated personal profile that shows both natural and work-related behavior. ANTES DISC is validated with a Danish norm group and is based on an easy language. The four separate behavioral tendencies have the following validation:

D: 0.89 / I: 0.87 / S: 0.87 / C: 0.87

That means you will have the best conditions to get a result that reflects Danish norms and work culture.

What is DISC? 🤔

The DISC analysis is a personality test that is based on four different personality types: D (dominant), I (influence), S (steadiness), and C (conscientiousness). The test measures a person’s way of thinking, feeling, and behaving, and can be useful for both individual and organizational purposes. The DISC analysis is one of the world’s most popular tools for creating personality profiles. DISC profiles are based on a simple system that measures both conscious and unconscious behavior in the candidate.

Why is DISC important

The DISC profile is built around the DISC model, which is a psychometric model that describes four fundamental behavior patterns. Each behavior pattern in the DISC model is represented by a color: Dominance (red), Influence (yellow), Stability (green), and Conscientiousness (blue).

This color coding is used to make it easier to understand and remember the different behavior patterns in the DISC model. It can also help visualize and compare different DISC profiles, as the colors provide a visual image of where a person scores high or low on the different behavior patterns.

The colors have also become part of the popular terminology in DISC, where people talk about “red” individuals who have a high dominance profile, or “green” individuals who have a high stability profile. This makes it easier to identify and discuss the different behavior patterns and can help create a common understanding and language around the DISC model and profiles.

Do you have questions about the DISC analysis?

DISC is one of the most widespread and reputable personality profile tools in the world, successfully used by organizations of all sizes to work targeted with recruitment, management, development, sales, negotiation, collaboration, team development, and communication.

A DISC profile is a personal behavioral profile developed using the DISC tool, which is based on DISC theory. DISC stands for Dominance, Influence, Steadiness, and Conscientiousness, and these four factors describe a person’s behavior patterns and communication style.

A DISC profile can be used to gain a deeper understanding of a person’s behavior patterns, strengths, weaknesses, motivational factors, and communication style. It is based on a series of questions answered by the individual, and the results are used to generate a report that describes the person’s primary behavioral style and their tendencies to interact with others.
The DISC profile can be used in many contexts, including personal development, coaching, recruitment, team building, conflict resolution, and leadership.

D in the DISC analysis stands for Dominance. Dominance describes a person’s tendency to be decisive, result-oriented, independent, and direct in their communication. Individuals who score high on Dominance typically like to take control and lead others, and they can be very goal-oriented and confident in their approach to tasks and challenges. On the other hand, they can sometimes be perceived as too aggressive or overwhelming by others if they are not mindful of their communication style and behavior in social situations.
I in the DISC analysis stands for Influence. Influence describes a person’s tendency to be extroverted, optimistic, expressive, and socially focused in their communication. Individuals who score high on Influence typically enjoy engaging with others and are good at convincing and inspiring others to support their ideas and initiatives. They are also usually very good at networking and establishing new relationships. On the other hand, they can sometimes be perceived as too superficial or impulsive in their decisions if they are not mindful of considering all aspects of a situation.
S in the DISC analysis stands for Steadiness. Steadiness describes a person’s tendency to be patient, cooperative, stable, and loyal in their communication. Individuals who score high on Steadiness typically enjoy creating stability and harmony in their surroundings, and they are good at building long-lasting relationships and collaborating with others. They also have a good ability to listen and understand other people’s perspectives and needs. On the other hand, they can sometimes be perceived as too cautious or passive in their decisions if they are not mindful of taking initiative and acting when necessary.
C in the DISC analysis stands for Conscientiousness. Conscientiousness describes a person’s tendency to be analytical, detail-oriented, meticulous, and critical in their communication. Individuals who score high on Conscientiousness typically like to have control over their surroundings and tasks, and they are good at planning and organizing their work in a structured way. They are also very precise and accurate in their work, and they like to closely follow rules and procedures. On the other hand, they can sometimes be perceived as too perfectionistic or hesitant in their decisions if they are not mindful of balancing their analysis with action and flexibility.

Expansion modules

Digital handling of contracts
Make the recruitment process easier and more secure by using the contract module. It collects the candidate’s personal data, generates the contract, and is signed using digital signature.
Get an overview of your processes when onboarding new employees, so both employees and stakeholders can keep up. The module can be adapted to your needs.
Video recruitment
Seeing candidates in the application process, rather than just reading their CV and application, can make your recruitment process easier.
Elvium adapts many features for recruitment agencies – including the option of inviting external clients to participate in the screening process.
Career page
Set up a career site with Elvium. The career site, which you can build yourself in our recruitment system, requires no IT resources and opens up the possibility for you to develop your own employer branding universe.