In short, No. They should not be used for making hiring decisions.

Understanding DISC and MBTI in Recruitment

The DISC personality system sorts people into four main groups, each based on a different style of behavior: Dominance, Influence, Steadiness, and Conscientiousness. The system looks at how people prefer to act and react in different situations. It is simple to understand and widely used in a variety of settings, including hiring for nonprofit organizations and healthcare institutions.

The Four DISC Styles

• Dominance (D): People with this style are direct and results-oriented. They are firm and like to take charge. They often focus on the big picture and want to overcome challenges.
• Influence (I): This style describes people who are sociable and optimistic. They like to persuade others, enjoy working with people, and often seek social recognition.
• Steadiness (S): People in this group are calm and patient. They are good listeners, prefer a stable environment, and value cooperation and support.
• Conscientiousness (C): This style is for people who are precise and analytical. They follow rules and standards, are very detailed, and like to produce high-quality work.

Most people have a mix of these styles, with one often being more dominant than the others. The DISC system illustrates a person’s natural style and adjusted style, offering insights into how they may react under pressure.

Comparing DISC and MBTI

The MBTI (Myers-Briggs Type Indicator) is a different kind of system. It uses four pairs of preferences to describe sixteen personality types. These preferences include:

• Extraversion (E) or Introversion (I): Where a person gets their energy.
• Sensing (S) or Intuition (N): How a person takes in information.
• Thinking (T) or Feeling (F): How a person makes decisions.
• Judging (J) or Perceiving (P): How a person prefers to live their outer life.

The MBTI sees personality as a set trait, placing people into one of sixteen types. The DISC system, in contrast, views personality as a style of behavior, proposing that people display a mix of four styles. MBTI is complex, exploring how people think and feel, while DISC is more straightforward, focusing on observable actions.

Use in Human Resources and Recruitment

Both systems hold value in the workplace:

DISC

Organizations use DISC to improve communication and teamwork. For example, a manager with a D style can learn to be more patient with team members who have an S style. A fundraising or external relations team with high I styles may emphasize building donor relationships, while finance teams with high C styles may focus on accuracy. DISC helps managers understand team needs, assign tasks more effectively, and resolve conflicts.

MBTI

Organizations use MBTI for team building and leadership development. It can illustrate how different strengths complement one another. For example, a team with an ENTJ leader might have a clear plan, while an INFP team might have a more open creative process. MBTI can help individuals understand their leadership style and find executive roles that align with their values, supporting career decisions.

Both systems assist in hiring. DISC can help determine if a candidate’s style fits a job’s requirements—such as high C scores for detail-oriented work or high I for public-facing roles. MBTI can help identify candidates with thinking styles suited to specific tasks, for example, S and T preferences for data analysis.

Effectiveness and Workplace Outcomes

The effectiveness of personality assessments is a nuanced topic. No single test can fully predict job performance. Some studies show a small correlation between test results and job outcomes, but experts in education and management agree that assessments should not be used as the sole hiring tool.

Job satisfaction, leadership skills, and performance depend on a range of factors, including skills, experience, and the work environment. Personality tests support self-awareness and communication, but they are not magic solutions. They are best used for team building and development, not as the primary basis for hiring or promotion.

Quick Comparison: DISC vs. MBTI for Employers

Sources

• CoachHub. (2021). DISC vs MBTI: Which Should Your Company Choose? Retrieved from https://www.coachhub.com/blog/disc-vs-mbti-which-should-your-company-choose
• Criteria Corp. (2016). 4 Reasons You Should Never Use the Myers-Briggs Test for Hiring. Retrieved from https://www.criteriacorp.com/blog/4-reasons-you-should-never-use-the-myers-briggs-test-for-hiring
• Psychometrics Canada. (n.d.). Myers-Briggs Type Indicator Instrument Highlights: A DiSC Comparison. Retrieved from https://www.psychometrics.com/wp-content/uploads/2015/08/mbti_disc_comp.pdf
• Everything DiSC. (n.d.). Science Behind DiSC: Reliability and Validity. Retrieved from https://www.discprofile.com/what-is-disc/research-reliability-and-validity

About the Author

F. Jay Hall is the President and Founder of ExecSearches.com. With extensive experience in executive recruitment for the nonprofit, government, and education sectors, Jay specializes in connecting mission-driven organizations with leadership talent. He advises boards and CEOs on executive search strategy, succession planning, and organizational development.

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Last updated on January 15th, 2026 at 11:14 pm