By Barb Bruno  |    Thursday December 22, 2022

Category: Expert Advice, Motivational, Productivity


Many of your clients use assessment tools to assist with their hiring decisions.  Have you ever wondered if this would help in the hiring decisions you make for your own business?


We are sales organizations who need to hire individuals who can influence others.  That ability can be identified through assessments along with many other traits.  



There are many different methods that can be used to assess a potential hire.  Some of the most common include:


  1. Workplace Observation
  2. Skills 
  3. Third Party Report
  4. Assessment Tools
  5. Projects | Assignments



Workplace Observation



Assurance that evidence is authentic, valid, and current

Candidate may feel pressured, affecting performance

Assessment done in the workplace

Assessor needs access to workplace

Can illustrate competence through use of workplace resources

Candidate should be observed over a longer period of time to observe their abilities

Hearing about a job is very different from actually doing a job

This could reduce candidates interest level





Proof that a candidate possesses specific levels of expertise in specific areas

Some people do not test well, even when they have the chance to retake a test

Verifies abilities of candidates prior to a hire


Scores quantify level of ability



Third Party Report



Can provide useful backup

Need to confirm that information is authentic and current

Process need not be complicated. (Third party completes form or checklist)

Third party must be informed and credible


Assessment Tools




Acts as a springboard for conversation and team building

Must be used company-wide to be effective

Improves employee and workplace communication

Need to understand your own style in order to help hiring decisions

Helps you to understand people who aren’t like you… or are too much like you

Most effective when using a benchmark set by prior high achievers

Reduces conflict and avoids misunderstandings

Only effective when you determine upfront the type of person you need to hire


 Projects | Assignments



Can provide extensive information on a candidates’ skills, knowledge, and experience

Requires writing and presentation skills


May be used in both group and individual assessment

May not be a good indication of workplace competence

Allows for differences in learning styles

May be judged on presentation rather than content


Difficult to confirm validity



Your team can make or break your business.  You are only as strong as your weakest employee.  People are not your greatest asset unless they are the right people.


Now That I Have Your Attention

Your hiring process needs to produce individuals who will become peak performers.  Too often you hire ducks, expect them to be eagles and they are a very happy duck.


I have advised two types of assessments when hiring:


  1. Workplace observation
  2. Assessment Tools – I’ve used DiSC® for over twenty years



Telling someone about your opportunity is very different from having them observe what we do and giving them a chance to get on the phone and experience what we do.  One of the steps in my hiring process is to bring someone in our office and have them observe our team making sales presentations.  Thirty percent of the time, the candidate will approach our managers and ask, “How long do I have to do that, until I don’t have to do that?”  This is after two interviews, job descriptions, sharing expectations, asking them to review our website and marketing materials, and they ask that question.


For the individuals who don’t approach our managers, we bring them in after one hour and ask if they could see themselves doing the job.  When they reply, “Of course” we give them the opportunity to make calls.  We role play with them, give them a gmail account and explain that if they have someone send them a resume or CV that we end up placing we will send them $500 whether we hire them or not.


One out of two that we put through this process is eliminated because of many concerns including phone fear, too loud, too social, too analytical, too negative, etc.  The 30% we hire have worked out, which is why I’m a firm believer in bringing someone into our office for four hours as part of our hiring process.



I have used the DiSC® Assessment Tools for over twenty years when hiring for my own company.  I’ve learned that when someone scores a very high “I” which indicates the ability to “influence” others, they do very well in our business.  I personally have a very high D and I which is great for anyone who manages and sells.


Early in my career I realized I did a great job hiring for everyone else, and for myself - not so much.  The DiSC® Assessment Tools helped me clarify that my interview evaluation was in fact accurate.  Of course, I also look for individuals who have had a history of high achievement and want to sell.



I’ve had many recruiting firms also obtain their DiSC® Assessment Tools from us and some have become sub-partners.  This means they buy the tools from me and sell them to their clients at a profit, making this a source of passive income for them.  In this case the DiSC® Assessment helps make a great hire and also generates revenue.


There is no way to 100% guarantee you are hiring your next rock star, but all of the assessments I mentioned can help you make a more informed decision.


If you have additional questions regarding the DiSC® Assessment Tools, send an email to  

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