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Blue collar recruitment test to assess traits of blue collar candidates

Blue collar recruitment test is a tool to identify individuals with undesirable personality traits. Blue collar hiring test has been specially crafted to measure negative personality constructs in potential hires (during the hiring process) and uncover their hidden side.

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Inside This Assessment

With burgeoning work pressure and waning patience, workplaces (inside and outside) often become a hotbed for triggering dark traits, which can eventually negatively impact the work culture. Mercer | Mettl’s psychometric test for blue-collar hiring used to measure negative personality constructs in potential hires and existing employees. This assessment is based on our popular dark personality inventory that contains six dark traits: opportunism, self-obsession, insensitivity, temperamental, impulsiveness and thrill-seeking.

Through this personality diagnostic, employers can ascertain whether such a trait is present at low, moderate or high levels, which is crucial to ensuring a safe, happy, healthy and productive work culture.

Mercer | Mettl’s blue-collar hiring test can help employers identify individuals who have core personality features that are aversive. These people are well-integrated into society, yet their aversive personality characteristics have the potential to compromise customers' safety as such individuals tend to engage in antisocial acts.

Use this test for:

The assessment is designed to be used as a screening tool to help the management access otherwise hidden information about a prospective hire. The tool would be most suitable for industries hiring blue-collar workers for roles such as food/courier delivery boys, cab drivers etc. The assessment can help these industries ensure the safety of their customers.

Test details:

  • No. of items 80
  • Test duration: 30 minutes
  • Test language: English
  • Reliability: 0.865

Blue Collar Recruitment Competency Framework

Get a detailed look inside the test

Competency Under Scanner

Blue Collar Recruitment



Tendency to have an inflated sense of one's own importance accompanied by a fragile self esteem on the inside which makes the person vulnerable to criticism.


Tendency to be apathetic or indifferent towards others' pain and sufferings.


Tendency to become angry at the slightest provocation and engaging in anger related emotions pervasively and persistently.


Tendency to manipulate others for one' personal benefit.


Tendency to act without thinking, displaying behaviour characterized by little or no forethought, reflection, or consideration of the consequences.


Tendency to seek stimulation with unusual experiences and risky activities. Tendency to avoid safety protocols, rules and regulations of the workplace.

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Simple Setup in 4 Steps

Step 1: Add test

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Step 2: Share link

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Step 3: Test View

Candidate take the test

Step 4: Insightful Report

You get their tests report

Frequently Asked Questions (FAQs)

Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:
 The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
 Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
 The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.   

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.

It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.