DISC vs. 16 Personalities: Which Test Is Best When Hiring?
You’re staring at two browser tabs – one showing DISC, the other displaying 16 Personalities. Your next hire depends on making the right choice between these personality tests, but which one should you pick? I’ve been there, and I’m here to help you make that decision with confidence.
Let’s cut through the confusion and compare these popular personality assessments to find out which one truly serves your hiring needs better. Having used both tests in various hiring scenarios, I can tell you that the answer isn’t one-size-fits-all – but by the end of this article, you’ll know exactly which one is right for your situation.

The Quick Answer
If you’re in a hurry, here’s the short version: DISC typically works better for hiring because it focuses specifically on workplace behavior and communication styles. The 16 Personalities test, while comprehensive, is better suited for personal development and team building after hiring. But there’s much more to consider before making your final decision.
Understanding the Basics: DISC vs. 16 Personalities
What is DISC?
DISC is like your workplace behavior GPS. It maps out how people behave along four key dimensions:
- Dominance: How you handle problems and challenges
- Influence: How you interact with and influence others
- Steadiness: How you respond to change and pacing
- Conscientiousness: How you deal with rules and procedures
Think of DISC as a snapshot of how someone shows up at work – their natural communication style, decision-making approach, and team dynamics.
What is 16 Personalities?
The 16 Personalities test (based on Myers-Briggs Type Indicator) is more like a full psychological portrait. It examines:
- How you direct and receive energy (Extraversion vs. Introversion)
- How you process information (Sensing vs. Intuition)
- How you make decisions (Thinking vs. Feeling)
- How you organize your life (Judging vs. Perceiving)
Plus a fifth dimension of Identity (Assertive vs. Turbulent)
The Hiring Perspective: Comparing Key Factors

Accuracy and Reliability
Let’s address the elephant in the room – which test is more accurate? The truth is, both tests can be accurate, but in different ways:
DISC Assessment:
- Focused specifically on workplace behaviors
- More consistent results over time
- Easier for candidates to understand and apply
- Less prone to misinterpretation in a professional context
16 Personalities:
- Broader personality insights
- More nuanced understanding of cognitive preferences
- May fluctuate more over time
- Can provide deeper insights into potential growth areas
Practical Application in Hiring
Here’s where the rubber meets the road – how each test actually helps in hiring:
DISC Strengths for Hiring:
- Directly relates to job performance behaviors
- Easier to match with role requirements
- Clear implications for team dynamics
- Simpler to explain to hiring managers
- More focused on observable behaviors
16 Personalities Strengths for Hiring:
- Better for understanding long-term potential
- Useful for culture fit assessment
- Valuable for career development planning
- More insight into thinking and decision-making styles
- Great for team composition planning
Making Your Decision: A Framework

Consider these factors when choosing between DISC and 16 Personalities:
- Position Level
- Entry to mid-level: DISC often works better
- Leadership positions: Both can be valuable, with 16 Personalities offering additional insights
- Time Frame
- Quick hiring decisions: DISC is more straightforward
- Long-term talent development: 16 Personalities provides more depth
- Team Context
- New team formation: DISC helps with immediate dynamics
- Established team integration: 16 Personalities can offer better compatibility insights
- Budget and Resources
- DISC: Generally more cost-effective for hiring purposes
- 16 Personalities: May require more interpretation and follow-up
Best Practices for Implementation
Whichever test you choose, here’s how to use it effectively:
- Never Use as a Sole Criterion
- Combine with interviews
- Include skills assessments
- Consider past performance
- Get team input
- Proper Administration
- Use certified administrators when possible
- Ensure consistent testing conditions
- Provide clear instructions to candidates
- Allow adequate time for completion
- Ethical Considerations
- Inform candidates about the purpose
- Maintain confidentiality
- Use results appropriately
- Avoid discrimination
Special Considerations for Different Industries

Different sectors may find one test more suitable than the other:
Sales and Customer Service: DISC often works better due to its focus on communication and influence styles.
Technical Roles: 16 Personalities can provide useful insights into problem-solving approaches.
Creative Positions: Both tests can be valuable, with 16 Personalities offering additional insight into creative thinking patterns.
Management Roles: A combination of both tests might provide the most comprehensive view.
Real-World Application Tips
Having used both tests in hiring scenarios, here are some practical tips:
- For DISC:
- Focus on pattern recognition in responses
- Look for alignment with role requirements
- Consider team composition
- Use for immediate behavioral predictions
- For 16 Personalities:
- Focus on cognitive preferences
- Consider long-term development potential
- Use for team dynamics planning
- Look for culture fit indicators
My Personal Take
After years of using both tests, I’ve found that DISC typically provides more immediately actionable insights for hiring decisions. However, I often recommend keeping 16 Personalities in your toolkit for deeper team development work post-hire.
The Final Verdict
If you’re specifically hiring and need to choose just one test, I recommend DISC for its:
- Direct workplace behavior focus
- Easier interpretation
- Immediate applicability to job roles
- Better acceptance in business contexts
However, if you have the resources and time, using both tests can provide a more complete picture of your candidates.
Call to Action
Ready to implement personality testing in your hiring process? Start with these steps:
- Evaluate your specific hiring needs
- Consider your time and budget constraints
- Plan for proper test administration
- Prepare your team for using the results effectively
Remember, the best test is the one that helps you make better hiring decisions for your specific situation. Take time to pilot your chosen assessment with a small group before rolling it out company-wide.