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What are situational judgement tests? What do situational judgement tests measure? How to pass situational judgement tests? Find out in our complete guide to 2026 situational judgement tests below.
The text below provides a full guide for situational judgement tests used by many employers in 2025/26 during their recruitment, assessment and selection process.
Our website provides practice situational judgement tests to prepare for recruitment assessment tests. Start your online assessment preparation with GF today!
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Not sure if you should practice online situational judgement tests? Research has revealed that 60-80% of candidates are rejected based on their aptitude test results and the best way to pass this stage is through practice.
According to a recent study that analysed the Top 100 global employers, it was discovered that 54% – 84% candidates who do not practice assessments are more likely to fail at the first stage of psychometric assessments.(Bradley et al., 2019).
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Without further delay, let’s discover everything about situational judgement tests below!
A situational judgement test is a psychometric assessment used to measure how you approach workplace challenges. Situational judgement tests present you with job-related scenarios and ask you to select the most appropriate response.
Good to Know: Situational judgement tests do not have strictly right or wrong answers. Employers are looking for responses that best reflect their company’s values and the soft skills required for the role such as teamwork, integrity and problem solving.
Want to know more about situational judgement psychometric tests? Check out our short video below:
Do you wonder why employers use situational judgement tests? Find out below why employers favour situational judgement tests in their recruitment process.
Here are 7 key facts you must know about situational judgement psychometric assessments before you start your next job application.
What does situational judgement tests measure? Let’s find out the skills that situational judgement tests assess below.
Situational judgement tests are often customised to fit the specific needs of an employer and the role. SJTs are conducted to assess your work competencies in certain skills. These skills include:
Good to Know: Check the test invite email for any last-minute instructions or tips that may provide further details on the situational test and what it will assess before you begin.
Discover more about competencies and how these are measured in situational judgement tests in our short video below:
Find out which roles require situational judgement tests for recruitment below.
It is helpful to know roles that include situational judgement tests in their application process. By knowing this, you will know what to expect during the recruitment stage. Below are some roles that may require SJTs:
Having learnt all of these about situational judgement tests, let’s find out about some of the top employers that use situational judgement tests below!
Many multinational employers use situational judgement assessments as part of their online assessment stage. Here is a list of some of these top employers:
Check out our step-by-step employer guides for detailed employer guides to 100+ of the world’s largest companies and discover tips that will put you ahead of your competitors.
These employers and many others use situational judgement tests as part of their aptitude tests to find candidates for their various companies and roles.
But why do top employers use situational judgement tests? Keep on reading to find out!
Employers commonly use situational assessment tests in their recruitment processes for many important reasons. Below are some of the crucial reasons.
Predict Job Performance:
SJTs help predict how candidates will perform in job-specific situations by providing insights into their problem-solving and decision-making abilities.
Evaluate Soft Skills:
Situational judgment tests assess crucial soft skills like communication, teamwork, leadership, and conflict resolution, which are often challenging to measure through traditional interviews.
Time-Saving:
Large employers want to attract the best workforce to their company as quickly and effectively as possible at reduced costs.
Screen Large Applicant Pools:
For roles with many applicants, SJTs offer an efficient way to filter candidates early in the recruitment process, identifying the most suitable individuals for further consideration.
Reduce Bias:
By focusing on hypothetical scenarios, SJT tests can minimise biases that might affect hiring decisions, promoting fairer evaluations based on relevant skills and behaviours.
Improve Hiring Accuracy:
Situational assessment tests offer a realistic preview of job challenges, helping employers identify candidates whose responses align with the company’s values and role requirements, leading to better job fit.
Enhance Candidate Experience:
Well-designed SJTs provide candidates with a clear understanding of what the job entails, setting realistic expectations and potentially improving job satisfaction and retention.
Consistency in Assessment:
SJTs provide a standardised method of evaluating candidates, ensuring consistency and objectivity in the assessment process across all applicants.
Identify Potential for Development:
These tests can highlight areas where candidates may need further training or development, helping employers make informed decisions about onboarding and training programs.
Good to Know: Many employers may blend situational tests with other tests such as personality tests e.g. P&G Peak Performance Assessment.
There are several situational test providers used by multinational employers during their recruitment process, let’s learn about them below.
Most of the reputed employers like Amazon and JP Morgan use situational judgement tests from any of following common situational judgement test providers:
Now that we know which employers use situational tests and why they use them, let’s learn how to pass situational awareness tests in the next section.
To pass a situational assessment test, you need to prepare and practice consistently for the hiring process for top companies as they are always competitive. Below are some important tips to ace the SJT assessment in your next psychometric tests.
Here are 7 top tips you can use to prepare and pass situational judgement exam:
Know the test format first.
Find out if the SJT asks you to choose the best/worst, rank responses, or select multiple options, and whether it’s timed.
Track answers to the role’s competencies.
Read the job description and company values to give answers relating to the job requirements.
Practice different SJT styles.
Do practice tests for single-choice, best/worst, and ranking formats so you recognise patterns and pacing.
Take the test in a conducive environment.
Ensure you had a good sleep, a charged device that suits the requirement and stable internet before you start.
Read scenarios and instructions carefully.
Look for clues given in the scenarios and follow the exact instructions.
Be consistent across scenarios.
Many tests look for pattern/consistency i.e. you shouldn’t always pick the most risk-averse or the most aggressive choice.
Manage your time.
Don’t spend too long on any single question. If ranking is required, quickly eliminate clearly poor options then order the rest.
Looking for even more tips to pass situational judgement questions?
Watch our short video below for extra tips and tricks to ace situational judgement tests!
Now that you have learnt the tips to ace your situational exam, check out a situational judgement test example designed by our experts for your SJT practice test.
Kickstart your SJT practice by solving this free situational judgement question. Read through the scenario and determine which is the ‘Best’ and ‘Worst’ option. Keep reading below the question to find the explanation behind the answers!
Situational Judgement Practice Test Example
Got the answer? Check out how to answer SJT questions with the solution below!
Example Question Answer
Best Option: A
This option shows your proactive approach to diagnosing the problem by gathering data and sharing it with the team for a collective resolution. It addresses the root cause and involves collaboration, which are key competencies that most companies admire.
Worst Option: C
This option is likely to be very time-consuming and inefficient, as this would require reaching out to the 74 stores to contact and looking through the logs to identify any patterns or trends.
Watch our short video below for situational judgement test tips to help you avoid common errors made during the test.
Follow these steps below to answer situational judgement test questions:
Do you want more SJT practice test questions to boost your situational assessment ability? Practice with GF!
With this, we have been able to cover all you need to know about situational judgement tests and the SJTs tips you need to complete in online aptitude assessments used by top organisations across the world.
Wait, before you go!
Before you start your situational judgement tests, explore our FAQ section below for more answers about successfully completing situational judgement assessment tests.
There is usually no time limit for a situational judgement test. However, some employers may record the time taken for you to complete the test to assess your time management skill.
While there is no typical passing score for a situational judgement test, there are still right and wrong answers for the employer. The right answers to an SJT test will tie into the values, ethics, and culture of your potential employer.
SJTs may be difficult if you are a new job seeker and have not practiced beforehand. When answering situational test questions, consider the key skills that the employer is looking for and which action best demonstrates these in the role.
Most situational awareness tests are customised for the employer, so the scoring may vary. Most times, situational test results will be compared against others to determine a percentile group. A good score would typically range from the 70-80th percentile.
Typically, your results for the situational judgement test are combined with other assessments. A strong SJT score helps you progress to the next stage of the recruitment process.
Do you want to pass your psychometric aptitude tests, first time? Practice for your aptitude tests today with GF, the only aptitude practice test experts providing practice test solutions to over 150 UK universities and their students, and also across Asia and continental Europe. Practice with peace of mind without commitment to a full 100% money-back guarantee if you do not pass your job tests.
Do you want to pass your psychometric aptitude tests, first time? Practice for your aptitude tests today with GF, the only aptitude practice test experts providing practice test solutions to over 150 UK universities and their students, and also across Asia and continental Europe.
Practice with peace of mind without commitment to a full 100% money-back guarantee if you do not pass your job tests.
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