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.
Ready to Use
Psychometric
English Global, English Indonesia, English India, Indonesian
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
SKILL LIBRARY
Customer safety is foremost for most organizations, and they want to hire employees who don't show negative personality traits. This blue-collar assessment helps organizations access otherwise hidden information about a person's personality traits.
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Blue Collar Recruitment Competency Framework
Get a detailed look inside the test
Competency Under Scanner
Blue Collar Recruitment
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 a test in a socially desirable manner or manipulates or fakes the responses?
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.
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.
