Ep #55: Hire The Best People and Grow Your Team With DISC Profile

Geoff interviews AJ Nibblich about using DISC profiles and psychometric assessments to hire the right people for loan officer teams and real estate teams. The episode covers how DISC works, what profile scores actually predict sales success, and how WizeHire automates candidate sourcing and screening. Best for LOs who are actively hiring or want to add value to agent partners who are building teams.

Takeaways you can run this week

• Go to WizeHire.com and take the free DISC assessment today — it takes 13 minutes and gives you a baseline for understanding your own natural behavioral style before evaluating anyone else.
• When hiring a loan officer or sales role, look for these specific score ranges: D in the 70-75 range, I in the 70-80 range, S up around 50 (not 20), and C not below 10 — a 99-100 I is a red flag because they won't stop talking long enough to listen to the client.
• On the Values/Motivations section of the profile, require Economic (ROI orientation) to rank #1 for any commission-based role — if it's not first and high, that is your single biggest red flag regardless of DISC scores.
• Forward WizeHire.com to 3-5 real estate agent partners who are actively building buyer teams — position it as a free resource with downloadable job description templates and a free DISC assessment on the landing page, creating a value-add touchpoint that costs you nothing.
• If you already have team members struggling in their roles, pull their DISC profiles and check whether their natural scores (not adapted scores) are more than 20-30 points off the benchmark — if so, consider restructuring their role rather than coaching them to adapt indefinitely.
• When posting a job, use language in the listing that repels wrong-fit candidates — words like 'fast-paced,' 'aggressive commission structure,' 'variable compensation,' and 'competitive environment' will cause low-economic-value candidates to self-select out before they waste your screening time.

The playbook

1. 1. Post job to WizeHire — it syndicates instantly to 60+ job boards (Indeed, ZipRecruiter, Monster, CareerBuilder, etc.).
2. 2. All applicants are sent a 13-minute psychometric assessment; those who don't complete it after 5 follow-up emails are automatically filtered out (eliminates ~40% who are not serious).
3. 3. Remaining candidates are scored 0-100 using a proprietary algorithm weighting DISC, Values/Motivations, and Cognitive Thinking Style assessments against a role-specific benchmark.
4. 4. Review only candidates scoring above 70 — this is typically the top 20% of applicants.
5. 5. Contact top-scored candidates first before they accept other offers; use WizeHire's tracking tools to manage notes and communications.
6. 6. Layer in background checks, reference checks, and structured interviews — treating the profile score as 25-30% of the total hiring decision, not the whole decision.

Worth quoting

“Sometimes the last thing a bad salesperson sold was themselves — getting the job.”

“You never hire for adaptation. It just zaps my strength.”

Best for

LOs who are ready to hire their first junior LO, processor, or assistant and want a data-driven process instead of gut-feel interviews.