Driver assessment test to assess undesirable driving traits of candidates
Drivers assessment test is a tool to identify individuals having dark personality traits and being more prone to show negative behaviors. The taxi driving test can find out negative personality constructs in potential hires during the hiring process.
Ready to Use
Psychometric
All Levels
Moderate
30 Minutes
80 Questions
Taxi drivers, Courier Boys, Delivery Boys
Indonesian, English India, English Global
Inside This Assessment
The mere presence of dark personality traits in an individual does not indicate a person's propensity to behave in an undesirable manner. Instead, dark behavior manifests when such dark traits are triggered due to factors such as work environment, trait level, and circumstance. That is why specific work environments where employees work independently in customer-facing roles are more conducive to triggering dark traits such as cab driver jobs. It is hence imperative to assess potential hires and employees to determine their predominant dark traits. When people are aware of their dark traits and situations that manifest such traits, it becomes easy for them to self-monitor and keep themselves in check. That is why Mercer| Mettl's cab driver psychometric assessment is a tool employers can use to measure negative personality constructs in potential hires.
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 cab driver assessment 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 can potentially compromise customers' safety as such individuals tend to engage in antisocial acts. Most importantly, this tool would help cab industries hire reliable and efficient drivers.
SKILL LIBRARY
Cab Drivers Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Cab Drivers Recruitment Test
Competencies:
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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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Can we do benchmarking for an organization for a specific role?
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.
