E-DISC Assessment: A Phenomenal Tool for Talent Retention

In today’s fast-paced business environment, organizations are always seeking ways to simplify hiring and improve team dynamics. Among various methods, psychometric assessments have emerged as a standout solution, offering deep insights into candidates’ personalities, strengths, work styles, and behavioral tendencies.
One such tool gaining rapid popularity is the Extended DISC (E-DISC) assessment.

Whether you’re a business owner, team leader, or HR professional, understanding how individuals behave, communicate, and collaborate can significantly enhance hiring accuracy and team effectiveness.

Why Do We Need Psychometric Tools?

Psychometric tools are no longer just a ‘nice to have’ for diversity and inclusion—they’re a game-changer.
While traditional interviews and resumes tell you what a candidate has done, psychometric assessments dive deeper into the how and why behind their behavior.

They measure:

• Cognitive abilities

• Emotional intelligence

• Personality traits

• Behavioral tendencies

This deeper insight reveals a candidate’s working style, conflict resolution approach, stress response, and potential blind spots—often invisible in a standard hiring process.

Extended DISC, specifically, gives organizations a twofold understanding:

• A person’s natural style (how they behave authentically)

• Their adapted style (how they adjust their behavior to meet external expectations)

This distinction is critical in predicting long-term job fit and engagement levels.

What is Extended DISC?

Extended DISC is an advanced behavioral assessment tool rooted in the classic DISC model, which categorizes behavior into four primary types:

• Dominance (D)

• Influence (I)

• Steadiness (S)

• Compliance (C)

However, Extended DISC goes further by mapping both natural and adaptive behaviors, offering a dynamic view of how individuals function across different environments.

Examples of Extended DISC Insights:

• Example 1: A candidate with a high natural D but lower adapted D may seem assertive in interviews but could struggle in highly structured, micromanaged environments.

• Example 2: An employee with a high S style brings patience and support—perfect for customer service or roles requiring collaboration.

• Example 3: A team filled with high I styles may excel in creative and networking roles but could need help with follow-through, making strategic team composition crucial.

By recognizing these nuances, leaders can assign roles more thoughtfully, foster harmony, and boost long-term satisfaction.

The Facts and Stats Behind Psychometric Impact

The results speak volumes:

• Reduced turnover rates by up to 30%

• Higher team productivity and engagement

• Improved communication between managers and employees

• Fewer bad hires, saving substantial costs on onboarding, training, and lost productivity

When employees work in roles aligned with their natural behavioral preferences, they are more likely to:

• Stay longer

• Contribute meaningfully

• Feel a strong sense of belonging

This creates a powerful ripple effect—higher morale, lower burnout, and a thriving culture of continuous growth.

Let GRIT Help You Transform Your Workplace

At GRIT, we believe behavior awareness isn’t just a hiring tool—it’s a leadership strategy.

We regularly host free masterclasses on how Extended DISC assessments can help organizations:

• Retain top talent

• Foster self-awareness

• Improve communication

• Build aligned, values-driven teams

If you’re looking to improve your recruitment outcomes, strengthen team cohesiveness, or invest in leadership development, our certified Extended DISC practitioners are ready to support you.

Let’s bring out the best in your people—together.