How DiSC Can Help Reduce Interview Bias and Lead to Better Hiring Decisions

(This is not about using DiSC as a pre-hire screening tool).

Interviews are one of the most human parts of the hiring process — and also one of the most biased.

Despite our best intentions, interviewers often make snap judgments based not just on what a candidate says, but how they say it. 

In fact, Marcus Buckingham says that it’s not possible to evaluate another human being because our judgments say more about the person doing the evaluation than the one being evaluated. 

We all have unconscious preferences for certain communication styles, especially those that resemble our own. And without realizing it, we may overlook qualified candidates simply because their delivery doesn’t “feel right” to us.

For example, here are two common biases that can subtly influence interviews:

• Projection Bias: Assuming a candidate will think, act, or solve problems the same way you do — because you subconsciously expect others to mirror your own way of thinking and communicating.

• Fundamental Attribution Error: Overemphasizing a candidate’s personality or style as the reason for their behavior ("they're not confident") while underestimating situational factors (like nerves or interview context).

This is where the DiSC® model becomes a powerful tool for more equitable hiring.

The Style Trap: When Bias Feels Like Intuition

DiSC is a behavioral model that helps us understand people’s preferred way of operating and communication styles — whether they tend to be more Dominant (D), Influential (i), Steady (S), or Conscientious (C). Each style brings valuable strengths to a team, but not every style interviews the same way.

Their needs and styles may not be yours.

Let’s take a closer look:

• A D-style candidate might come across as bold and fast-moving. To a fellow D, this can feel energizing. To an S or C-style interviewer, it may come off as abrasive or overconfident.

• An i-style candidate might be enthusiastic and expressive, building rapport easily — which could earn instant favor with i-style panelists but raise doubts for a more reserved C-style interviewer who prefers specifics over stories.

• An S-style candidate may present as calm and dependable but less assertive in selling themselves. To a D-style panelist looking for go-getters, this might seem like a lack of ambition.

• A C-style candidate may come across as thoughtful and analytical, sometimes pausing before responding. A fast-paced D or i might misread this as uncertainty or lack of engagement.

In each case, the risk is the same: mistaking style for substance.

How DiSC Interrupts Bias

Knowing your DiSC style — and that of your fellow interviewers — helps you pause and reflect before jumping to conclusions.

Instead of asking:

“Did I like how they answered?”

You start asking:

“Did they demonstrate the skills needed for the role, even if their style was different from mine?”

Here are three ways to use DiSC to make interviews fairer:

1. Acknowledge Your Lens

Start with self-awareness. Know your own style. A D-style interviewer might prize confidence; a C-style might look for precision. That awareness helps you recognize when your preferences — not the candidate’s actual qualifications — are influencing your judgment.

2. Diversify the Panel

Build interview teams with a mix of DiSC styles. This reduces the chance of one communication style dominating the evaluation. What feels flat to one panelist may feel grounded to another. Discuss your own style differences when you discuss the candidate.

3. Structure the Process

Use standardized, behavior-based questions and a clear rubric. Score candidates on what matters — job competencies and values — not chemistry or charm. DiSC can remind us that quiet thoughtfulness or reserved responses don’t mean a lack of potential.

Style ≠ Competence

We often say we want to hire for culture add, not just culture fit. But unless we train ourselves to distinguish between communication style and professional substance, we risk hiring clones — not contributors.

Using DiSC doesn’t mean hiring by type. It means listening without bias.

People often ask me, “Is it better to have a team of all one style or a mix?” My answer surprises them: “It’s more important that each team member be able to effectively communicate across all styles.” 

When you recognize your lens and open your ears to different styles, you make space for more informed, inclusive decisions — and build stronger, more diverse teams.

Please note, we do not recommend having candidates take the DiSC assessment as a pre-hire screening tool. Knowledge of the different styles can help the interviewers be more aware of their own biases.