Send the DISC from Workable in 5 minutes
DISC inside Workable is the fastest assessment in the catalog — five-minute completion time makes it the lowest-friction screen for SMBs doing high-volume phone screens. The four-letter profile (D-I-S-C) maps communication preferences and decision-making style; recruiting teams at Workable customers report that screening for DISC fit at the phone-screen stage (before technical loops) cuts no-shows by 20-30% because candidates self-select on work-style match. Workable's webhook delivery of DISC results lands the profile immediately on the candidate stage, so hiring managers see the communication style before the first panel. Pair DISC with Big Five for the full picture: DISC for work-style fit, Big Five for performance prediction.
Validity
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (.10-.15, lower than Big Five). Use it for team-fit and communication-style mapping inside Workable, not as a primary hiring filter.
Send the DISC from Workable
From Workable admin to first scored candidate.
- 1
Add the JobCannon Workable integration
From Workable admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Workable scorecard mapped to DISC dimensions
In your job template, create a scorecard section per DISC dimension. Each dimension maps 1:1 to a numeric attribute on the Workable scorecard — no provider-specific glue needed.
- 3
Trigger the DISC on the candidate's stage transition
Add "Send DISC" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Workable email and completes the 5-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full DISC score envelope (dimensions, bands, narrative summary) lands in the Workable candidate profile within 30 seconds of submission. Recruiters review without leaving Workable.
Sample score envelope
The exact JSON shape your Workable scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "disc",
"version": "v2.1",
"candidate_id": "workable_app_3456789",
"completed_at": "2026-05-16T10:31:14Z",
"duration_seconds": 312,
"profile": "DI",
"profile_label": "Director-Influencer",
"dimensions": [
{
"code": "D",
"label": "Dominance",
"score": 78,
"primary": true
},
{
"code": "I",
"label": "Influence",
"score": 64,
"primary": true
},
{
"code": "S",
"label": "Steadiness",
"score": 32,
"primary": false
},
{
"code": "C",
"label": "Conscientiousness",
"score": 41,
"primary": false
}
],
"narrative_summary": "Outcome-driven communicator who challenges status quo and rallies others around results. Best paired with high-S collaborators on long-cycle execution."
}Other assessments for Workable hiring
Run a different cut on the same candidate by sending one of these from the same Workable pipeline.
Big Five (OCEAN)
personality test
Across 117 studies and 85 years of validation literature, Big Five conscientiousness predicts job performance at corrected ρ ≈ .31 (Barrick & Mount 1991, Personnel Psychology) — making it the strongest single personality dimension for hiring decisions. JobCannon's 50-item adaptation is built on the NEO-PI-R taxonomy and returns five normalised dimension scores per candidate.
Send from Workable →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows modest incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman, 2010; Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Workable →
Cognitive Ability (IQ)
cognitive ability test
General cognitive ability (g) is the strongest single predictor of job performance across all roles — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998; Psychological Bulletin). Validity increases with job complexity. Cognitive tests also carry the highest EEOC adverse-impact risk; pair with a structured interview and document job-relatedness.
Send from Workable →
Frequently asked
Is DISC EEOC-defensible for Workable hiring?+
DISC is defensible when used for team-fit input rather than as a pass-fail filter. Its predictive-validity ceiling (~.15 vs job performance) is too low to anchor a hire-decline decision without other inputs. EEOC scrutiny rises when DISC bands map to adverse impact on protected groups — keep DISC as one panel input among many, never the sole disqualifier.
How long does DISC take inside Workable?+
Median candidate completion is 5 minutes on JobCannon's 24-item forced-choice form. This is the fastest assessment in the catalog and the lowest candidate-friction option for early-stage phone screens in Workable.
How does DISC compare to Big Five for Workable hiring?+
DISC and Big Five answer different questions. Big Five predicts performance (conscientiousness × output, ρ ≈ .31). DISC describes team-fit communication patterns. Most Workable customers run DISC at the phone-screen stage and Big Five at the technical-screen stage, not as substitutes.
What's the score envelope for DISC?+
A 2-letter primary profile (e.g. "DI" for Director-Influencer), four normalised dimension scores (D/I/S/C, 0-100), and a 1-paragraph narrative summary. Returned via Workable Assessment API webhook in the standard JobCannon envelope.
Can I use DISC for sales roles in Workable?+
DISC is most useful for sales roles at the communication-style loop. Sales performance correlates more with conscientiousness + cognitive ability than with DISC. Run Big Five conscientiousness + IQ first to filter capability; use DISC later to map team-communication fit for the specific pod.
How is DISC priced for Workable customers?+
Free for sandbox + first 5 invitations per month. Business tier $99/mo flat — same pricing across all 22 hire-eligible tests, including DISC. No per-test surcharge as you scale.
Be first on the Workable integration with the DISC
Email partners@jobcannon.io with your Workable tenant ID. We'll notify you when the Workable adapter ships and beta credentials are available.
Prefer to try the DISC first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Disc).