Psychometric Assessment System
Behavioural, situational and skills assessment built for the blue-collar workforce — the same test, scored the same way, for every candidate.
Always on · runs across the whole journey
The problem it solves
Most hiring decisions come down to how an interview felt. Two managers interview the same person and reach opposite conclusions, because no common standard is being applied — only two impressions. The things that actually predict whether someone stays, works safely and gets on with a shift are the hardest to judge in twenty minutes.
The cost lands later, as turnover. A wrong hire in a floor role is expensive and quick to repeat, and afterwards there is no data to work out what went wrong. Where assessments are used at all, they are usually generic office tests bought per candidate, written for a workforce that is nothing like this one.
What it does
Three assessment types cover the question from different angles — how someone behaves, how they would act in a specific situation, and what they can actually do.
- 01Behaviour assessment. An online personality test identifies personality type and evaluates against values, giving a profile rather than a single score.
- 02Situational judgement. The candidate is put in a specific work situation and evaluated on how they respond — closer to the job than an abstract trait question.
- 03Skills assessment. Skill Assessment Tests measure real competence against the tests supply-chain professionals are actually taking — last-mile delivery, inbound operations, inventory management, air and ocean import, grocery operations — with a certificate on a pass.
- 04Read the result. Results land as a report on the dashboard, showing strengths, areas to improve, and how the person matches what companies are currently looking for.
- Built and worded for the blue-collar workforce, not adapted from an office test.
- Available in more than one language, so the test measures judgement rather than English.
- Configurable assessment workflows per role — a warehouse operative and a branch manager are not measured on the same things.
- Multi-dimensional scoring across aptitude, personality and cultural fit.
- Automated delivery, scoring and reporting, which removes the manual administration entirely.
- Tests can be attached directly to a job posting, so screening happens before anyone spends an hour interviewing.
- Team dynamics and compatibility analysis — how a candidate fits the team they would join, not just the role.
- Retesting is expected rather than one-and-done: the platform recommends taking the test again after 90 days.
Who it's for
- HR and recruitment teams screening at volume for high-turnover floor roles.
- Hiring managers who want something more than an interview impression to decide on.
- Operations leaders in blue-collar-heavy businesses where a bad hire is quickly and repeatedly expensive.
- L&D teams using the result to decide what a person should be trained on next.
- Workers themselves, who get their own report on strengths and areas to improve.
If two managers can interview the same candidate and disagree completely, you have no standard — and that is what this puts in place.
Works with
The platform is careful about what a test result is: the insights are a scientific analysis built from the candidate's own responses, not a claim to have measured their exact personality. Used alongside the review history and the interview, not instead of them.
An online assessment platform developed with specialists for the blue-collar workforce, running on the Saprootz / TapRootz platform. Which tests a deployment uses, and which roles they are mapped to, is configured per client.
Talk to us about Psychometric Assessment System.
No public pricing — every deployment is scoped to the operation. Tell us how you run, and we will show you where Psychometric Assessment System fits.
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