iBESPEAK is using DISC theory for behaviour profiling. DISC theory was created in 1928 by William Moulton Marston, who was an American psychologist. People use DISC to determine how a person tend to behave and react when solving problems or performing tasks.

iBESPEAK DISC Behaviour Assessment is specially tailored to a working profile, and it is highly relevant to the industry. The assessment will provide you with the insights you may or may not know. With these insights, you will know what needs to be strengthened and weakened according to your environment. You will be given two profiles; public and private profiles, upon completing the assessment.

Public behaviour is how other people tend to perceive how we behave. In another words, it is how others see us. Being aware of how others perceive us, and we can foster better relationship with them. It will help us in accepting feedbacks towards ourselves.

Private behaviour is how we tend to perceive our own behaviour. In another words, it is how we see ourselves. Being aware of how we perceive ourselves, we can foster a better work fit and interpersonal relationship at workplace. It will help us in having better self-control.

Having the same profiles simply means how you and others perceive you are the same.

iBESPEAK DISC Culture Assessment is a specially tailored assessment by iBESPEAK to assess a company's cultures. Organisation culture is the culture perceived by everyone in the company. It is solely affected by the top leader of the company such as Chief Executive Officer, Managing Director, or Country Manager. The culture information is very likely to change when there is a change of the leader. The culture information is shown publicly in the job ad, and it is highly recommended for you to understand the culture before you choose to click apply. You might want to think twice before you click apply if the cultures do not gel with what you want. Joining the right company and culture is rewarding in the long run.

According to Professor Robin Stuart-Kotze, behaviour demands are the specific behaviours that are needed to manage the job effectively. Every job has its own set of behavioural demands. E.g. If a job requires detailed attention in planning, but the individual is good at socialising and lacking details, things are not going to go well because these are very different collections of behaviours.

Many employers did not set the behaviour demands due to insufficient knowledge of this. In iBESPEAK, employers will have a clear guide on how to set the behaviour demands. Now, every job ad posted in iBESPEAK will have behaviour demands; it also manages the expectations for the applicants.

These assessments will provide additional insights of both the employers and job seekers. The results will help them to make better and smarter decisions before applying for jobs and calling for interviews. It will also make the entire recruitment process quicker and more precise. A higher matching accuracy will give incredible, long-lasting benefits for all. Most importantly, they are provided for FREE for LIFE as long as you are with us.

Genes are made of DNA, it is fixed before you were born, and you couldn't even change that yourself

According to a study by the University of California in Riverside, personality is clearly defined by the age of seven. Also, there is an old Chinese proverb saying "3 years define 80". Hence, who you are today is likely to be the same compared to when you were at three to seven years old.

Professor Stuart stated that behaviour could be described, observed, measured and changed. Your behaviour can change according to the environment over time. If you notice, each time you change a job, a role, move a house or have a drastic change in your relationship, your behaviour changes.

There is no specific individual behaviour that is superior compared to the other. Every behaviour type will have its strengths and weaknesses. It is only which of the behaviour type is more suitable based on the behaviour demands of the job.

There are numbers of assessments and tests. They cover IQ, EQ, aptitude, personalities, traits, and behaviours assessments. In iBESPEAK, we believe that the DISC model is the perfect assessment model for us to solve mismatch issues in employment. Ultimately, DISC is a very powerful tool to picture how a candidate will behave and act in certain environments, situations, and teams. According to Professor Stuart, the behaviour is a better success prediction for a candidate.

We strive to provide the most accurate and updated information on the organisation and departmental culture. Thus, we will only allow current employees to assess the culture of the current employer.

No, it would be best if you did not manipulate the assessment to get the desired behaviour type. Manipulating the results will create confusion during the interview and your workplace (should you get the job). You might have difficulty meeting the job behaviour demands. Hence, it would be best if you answered the assessments honestly.

You can retake the assessment once a year only. You are advised to perform the assessment once a year, and you will be able to track the changes in your behaviour.

If your DISC results are more than 12 months old, you will need to retake the assessment before you can apply for a new job vacancy. By doing so, you and the potential new employers will have the most updated insights.

We are working hard to reduce fake or scam employers/recruiters. Only verified companies can appear in the talent networks and post jobs.

You must sign up yourself as a user before creating a company account. One company can only have more than one account. The super admin can invite other users to manage the companies. Any account registration must have the consent of the head of the Human Resource Department or other top management. To complete the company account registration, user needs to submit the scanned certificate of Private Company Incorporation for review.

A talent network comprised of a group of people who have;

Companies cannot stop or remove talents from the network. However, talents can voluntarily withdraw themselves from the network

You can invite talents to join in the network using the invitation links from the dashboard.

We understand the pain of managing the growing the talent network on your own let alone managing the talent network without a proper functional system.

iBESPEAK is the first career network platform that showcase your talent network to potential talents to join. You can grow your talent network effortlessly while we do the ground works.

Public behaviour is how other people tend to perceive how we behave. In another words, it is how others see us. Being aware of how others perceive us, and we can foster better relationship with them. It will help us in accepting feedbacks towards ourselves.

Private behaviour is how we tend to perceive our own behaviour. In another words, it is how we see ourselves. Being aware of how we perceive ourselves, we can foster a better work fit and interpersonal relationship at workplace. It will help us in having better self-control.

There is no specific individual behaviour that is superior compared to the other. Every behaviour type will have its strengths and weaknesses. It is only which of the behaviour type is more suitable based on the behaviour demands of the job.

Does behaviour tell how good or bad a person is at work?

No, behaviour only tells the tendencies of behaviours at work. It does not tell a person’s personality, motivation, passion, attitude and working ethic. One should not judge a person based on behaviour alone, and likewise, one should not also judge a person based on academic, and experience too. Hiring the right person is not an easy task because human nature is way too complicated. Hiring managers can decide smarter by gaining extra insights into the candidates based on the job’s demands.

No, behaviour only tells the tendencies of behaviours at work. It does not tell a person’s personality, motivation, passion, attitude and working ethic. One should not judge a person based on behaviour alone, and likewise, one should not also judge a person based on academic, and experience too. Hiring the right person is not an easy task because human nature is way too complicated. Hiring managers can decide smarter by gaining extra insights into the candidates based on the job’s demands./p>

Having the same profiles simply means how you and others perceive you are the same.