Compare candidates against the profile the role really needs
Visualize in a single DISC map how assessed candidates position relative to a position’s target profile and quickly spot differences, proximities and behavioral styles.
Comparing candidates to each other is not enough
Two candidates can be very different and still both be suitable for a position. The truly useful question is not which one resembles the other most, but how each candidate positions against what the role requires.
Talent360 lets you use a target DISC profile as reference and plot the assessed candidates on the same map. This way you can analyze the group within a common context.
From the role profile to a joint view
All candidates. One shared point of reference.
A list of results forces you to analyze each profile separately. The comparative map lets you place candidates simultaneously within a DISC representation alongside the role’s target profile. This lets you see at a glance:
Where each candidate is positioned.
Which behavioral styles predominate.
Which ones are closest to the target profile.
Which candidates show relevant differences.
Which profiles are worth analyzing in more depth.
Compare each person with the needs of the position
The comparison can use a role profile available in Talent360 or a custom profile created for the process. From that profile the DISC reference is set, against which candidates are positioned.
This means the comparison does not simply depend on who gets a “better” result, but on which characteristics have been defined as relevant for that role.
What can you detect with a comparison?
Profiles close to the target
Identify candidates whose DISC style sits close to the behavioral profile defined for the role.
Differences between candidates
See how candidates with similar experience can show different behavioral styles.
Patterns within the process
Visualize whether most candidates cluster in certain areas of the map or whether there is a wide diversity of profiles.
Candidates requiring more analysis
Use the map as a starting point to decide where to go deeper through interviews, individual assessment or other evidence.
When a candidate stands out, dig into their fit to the role
The group comparison gives a quick overview of the whole. Then you can open the analysis of a specific candidate and compare their DISC profile in more detail against the profile defined for the position.
Integrated within the selection process
The comparison does not work as an isolated tool. Within the Selection Manager you can combine role, applications, DISC assessment, interviews, evaluations, comparison and AI-assisted analysis to keep all the information within the same process.
Where does it add the most value?
Processes with several finalists
When you need to quickly compare already-assessed profiles.
Roles with a defined behavioral profile
When certain behavioral characteristics are especially relevant to the role context.
Internal promotions
When you want to analyze several professionals against the needs of a new responsibility.
Sales selection
When a target DISC profile linked to the sales context of the position has been defined.
Leadership selection
When you want to add a behavioral dimension to candidate analysis for management roles.
DISC fit adds context. It does not replace the recruiter.
A behavioral profile does not by itself explain whether a person will succeed in a role. Experience, knowledge, motivations, competencies, environment, interviews and other factors remain relevant. The DISC comparison is designed to add information to the process and help the professional ask better questions and analyze differences with more context.
Comparison + other assessments
The map is based on DISC, but the decision can be enriched with other assessments. The map helps visualize one dimension; Talent360 lets you build a more complete view of the candidate.
| Assessment | Question it helps answer |
|---|---|
| Motivational Values | What drives the candidate? |
| Cognitive ability | What do their cognitive aptitudes reveal? |
| Emotional Intelligence | What emotional and relational dimension does it add? |
| Languages | Does it meet the role’s language requirements? |
Built for those managing processes with several candidates
HR teams that want to bring more structure to candidate comparison.
Talent Acquisition managing several finalists within the same process.
Recruitment consultancies that need to present structured analysis to their clients.
Managers involved in selection who need to easily interpret differences between profiles.
Native Integration with the Ecosystem
Visualize your candidates against what the role really needs
Use a target DISC profile, compare candidates within the same map and then dig deeper into the profiles that require more analysis.