Analyze each candidate’s behavioral fit to the role profile
Compare a person’s DISC profile with the target profile defined for the position, identify matches and differences and get a detailed interpretation that helps you dig into the relevant aspects before deciding.
Knowing what the candidate is like is not enough
A candidate may have the necessary experience and knowledge and still show a behavioral style different from the one initially defined for a given role. Talent360 adds that perspective by comparing two elements: the assessed person’s DISC profile and the role’s target DISC profile.
The goal is not to turn DISC into an automatic decision, but to use that comparison to better understand the candidate and know where to dig deeper.
From the role to the fit analysis
Define the role
Choose the target profile
Predefined profile (40+ available) or custom profile.
Assess the candidate with DISC
Target Profile Map
Visualize several candidates.
Individual comparison
Go deeper candidate vs role.
Interview and other evidence
Professional decision
The role also has a behavioral profile
We are not saying “this is the perfect type of person”, but rather “these are the behavioral characteristics considered relevant to perform this role in this context”.
This lets you later compare each candidate’s DISC profile with that reference point, avoiding a deterministic use of DISC.
More than 40 DISC role profiles ready to use
Talent360 includes a library of more than 40 predefined DISC target profiles, designed to be used in comparison and fit processes. Each profile has its own definition and role report.
Target Profile Maps
Candidate comparisons
Candidate–role fit
Start with a predefined profile or build exactly the behavioral profile your organization needs.
Define the behavioral profile the role really needs
Besides using the predefined profiles, Talent360 lets you create custom target profiles through two methods.
Target Profile Assessment
A specific assessment lets you define the behavioral characteristics required for the position. The result generates a Role Profile Report that can be saved and later used in comparisons.
Interactive graphic builder
Build the target profile directly by visually adjusting the DISC factor values and generate the target profile and its role report from that configuration.
Adjust D, I, S and C and generate the target profile and role report.
Create once. Use as many times as you need.
Target profiles defined in Talent360 can be saved and reused in future processes, keeping consistent behavioral criteria for recurring positions.
One profile, many processes
Build your own library of role profiles
Combine predefined Talent360 profiles and your own profiles to gradually build your organization’s role model.
Two profiles side by side
The report clearly identifies the Assessed Profile and the Target DISC Profile. The conversation shifts from “what profile does this person have” to “how does their profile relate to the behavior defined as reference for this role”.
Compare the four DISC factors
The chart shows the candidate profile and the target profile across the four factors, revealing where there is greater proximity and where differences appear.
Key message: Fit is interpreted from the overall configuration of the DISC profile, not as a simple sum or subtraction of percentages.
Turn the comparison into an easy-to-read result
The Fit Map uses progressive levels and the report can also flag situations far from the target profile.
Greater behavioral fit indicates higher coincidence with the reference DISC profile; on its own it does not mean one candidate is globally better than another.
Understand what it means, not just the result
The report includes a description of the behavioral characteristics of the assessed person and the target profile. It turns a technical “profile A vs profile B” reading into a useful interpretation: what tendencies the person shows, what behaviors the position demands and where matches or differences deserve context.
Detect areas worth exploring
The report includes an “Areas that may represent a challenge” section, useful to guide a later interview, contrast experiences or request additional evidence. When there is a difference, the useful question is not “do we rule them out?” but “what do we need to understand better?”.
Two levels of analysis for the same decision
They are not two different views of the same thing: they are two levels of depth.
Target Profile Map
See at a glance how several candidates position against the behavioral profile required by the role and distinguish different degrees of fit.
Especially useful to answer:
- Which candidates are closest to the sought profile?
- Which profiles are furthest away?
- Where are the main differences?
- Who is worth analyzing in more depth?
Individual candidate–role comparison
Go deeper into the fit of a specific person. It is not limited to the map position: it compares in more detail the candidate’s behavioral characteristics with the requirements defined for the role.
It lets you analyze:
- matches;
- differences;
- possible adjustment areas;
- aspects worth exploring in the interview;
- behavioral strengths relative to the role context.
From analysis to interview
The Selection Manager’s AI assistance can help structure relevant questions within the process.
Visualize the fit in a single map
It shows where the assessed person sits within the DISC space and relative to the zones associated with different fit levels.
Assessed profile
Target profile
Behavioral fit
Main matches
Areas to explore
First identify where to look. Then understand why.
| Feature | Question it answers | Result |
|---|---|---|
| Candidate comparison | How do several candidates position against the same target profile? | Joint view of the group |
| Candidate–role fit | How does a specific candidate relate to the target profile? | Detailed individual analysis |
DISC adds context. Talent360 gathers the rest of the evidence.
Career path and professional experience.
Information provided by the candidate.
Interviews and evaluations.
Motivational Values.
Cognitive ability.
Emotional Intelligence.
Languages.
Other relevant evidence in the process.
Positioning: DISC fit does not decide for you. It helps you better understand what you need to investigate before deciding.
Different ways to apply it
Process finalists
Go deeper individually after comparing the group.
Manager selection
Contrast the behavioral profile with the characteristics defined for the role.
Sales selection
Analyze candidates against the DISC profile defined for a sales context.
Customer service
Compare the candidate with a target profile linked to a service context.
Internal promotion
Analyze how a professional relates to the behavioral characteristics of a new role.
A target profile is a reference, not a verdict
The behavioral-fit level represents the relationship between the person’s DISC profile and the target profile used as reference. It should be interpreted together with the other available evidence and not used as the sole criterion to select or reject a person.
Integrated in the Selection Manager
The candidate file can bring together application, assessments, interviews, evaluations, comparisons, fit, AI-assisted analysis and final report within the same process.
Native Integration with the Ecosystem
Discover what lies behind candidate–role fit
Compare DISC profiles, visualize matches and differences, identify areas worth exploring and use that information as one more piece of evidence to make better selection decisions.