Over more than twenty years of using and promoting Extended DISC®, we have seen countless situations that demonstrate the power of this methodology. Although this particular case occurred some time ago, it remains one of the strongest examples of how Extended DISC® can reveal issues that would be difficult for other systems to detect.
A long-standing consultant client of ours had been assisting a customer who was recruiting an administrator. The consultant recommended obtaining an Extended DISC® Behavioural Analysis Report for one of the applicants. Because the role carried significant responsibility, careful interpretation of the report was essential to identify any behavioural traits that might signal potential unsuitability.
Interpreting the Profiles
A copy of the two Profiles are shown opposite.
Profile II showed a clear indication of pressure, demonstrated by the elevation of the Profile. However, the size and position of Profile I suggested that something more was happening beneath the surface.
In most cases, a tight Profile I would not be a major concern. In this situation, though, Profile I differed significantly from Profile II and was close to being classified as a “mirror” Profile.
When only one behavioural trait in Profile I falls below the neutral zone and the remaining three traits sit within the neutral zone, it can indicate key feelings such as:
- “I have lost direction”
- “Where do I go from here?”
- “What do I really want?”
- “I am unsure what to do next.”
Our initial interpretation was that the candidate may have been “trying to do something they knew was not right for them.” More importantly, the report also suggested possible self-confidence issues or the feeling that the candidate may have something to hide.
Had all of Profile I fallen below the neutral zone, our interpretation would have shifted to stronger indicators such as:
- “I have to work against my ethics.”
- “I have something to hide.”
- Potential moral concerns.
In this case, the “I” behavioural trait was very close to dropping below the neutral zone, while the “S” and “C” traits were within the neutral area. This pattern suggested contradictory responses to the “Most” questions in the questionnaire.
Avoiding Over-Interpretation
It is important not to over-interpret behavioural reports. Extended DISC® does not measure full personality and is focused strictly on behaviour. However, in certain cases, including this one, the report clearly presented warning signs.
Because of these indicators, we advised the consultant to proceed with caution and to ensure their client was fully informed.
The Outcome
Some time later, we received a newspaper article dated 15 October 2010 with the headline:
“Lavish living ends in jail.”
The candidate had, in fact, been jailed in 2010 for stealing approximately $380,000 from previous employers to fund an extravagant lifestyle.
While this is an extreme and unusual case, it demonstrated how accurately the Behavioural Report signalled that something was amiss. Although Extended DISC® cannot identify criminal behaviour or predict dishonesty, it can highlight behavioural inconsistencies, pressure, and emotional red flags that warrant further investigation.
This case remains a powerful reminder of why behavioural analysis should always be part of the recruitment process.
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Extended DISC® Behavioural Analysis Reports help you identify behavioural red flags early and choose candidates who truly fit the role.
