- Situational Judgement Tests (SJTs) are used to assess an individuals’ Competencies. The test provides scenarios from which you have 4 choices of action. You are required to choose the ‘best’ and ‘worst’ options. Note: the other two options are neutral scores.
- Choosing these correctly results in a higher competence score. Getting these answers incorrect can result in negative marking, thus guessing is not recommended unless you can be certain you are not choosing the worst option – there are 2 neutral options.
- These tests were traditionally timed, but test publishers have moved towards the trend of not timing these as often. Nevertheless, a typical test is likely to last around 30 mins.
- Our SJT has been developed by previous SHL and Kenexa test developers. Take the SJT online now and get a FREE expert report with answers.
Keep following tips in mind while solving the SJTs:
- Understand the role you have applied for; similar question may have a different preferred answer depending on the role; e.g. if you plan to work in sales force, your customer understanding will need to be at a higher level
- Be yourself and do not cheat; some of the situations may be further explored during the interview
- Do some research to understand the culture of the company
- Practice SJT questions to get familiar with various situations and preferred ansewrs
Situational Judgement Tests – Key Facts
Situational Judgement Tests (SJTs), also known as Situational Judgement Questionnaires, are a type of psychometric test which assesses an individual’s competence. The test presents a candidate with a relevant work-related scenario and they are required to choose the best course of action from a number of options that are provided. The situations described may vary according to the role the candidate is applying for and they can expect to encounter 15–25 questions.
Situational judgement tests are commonly used and provide invaluable insight in to how an individual may respond in different situations. A great thing about situational judgement tests is that they are more often than not produced on a bespoke basis for an organisation, and actual examples from the job are used. As a result, these tests carry high face validity and individuals taking these assessments are likely to see the relevance of the test to the job they are being assessed for.
Unlike other types of tests (e.g. ability), another useful aspect of situational judgement tests is that there is little or no adverse impact particularly when it comes to gender and ethnicity (Hoare & Smith, 1998). This means these tests are generally fair for various groups of people (gender, ethnicity, age etc).
SJTs are a popular tool that employers use during the hiring process to sift through candidates. Some jobs that often require SJT exams are business administration, management, customer service, call centers, financials, security and some public professions requiring certain behaviours (police, medical, firefighters).
GF offers SJT practice tests. Below you will find a sample question:
SJTs can also be positioned to help individuals self-select themselves into or out of a role at the onset of a recruitment process. This helps to improve the quality of the candidates who apply to the job in the first instance.
Preparation of our SJT is a quality assurance at the same time – it was developed by previous SHL and Kenexa test developers. How to pass it? Take the SJT now and get a FREE expert report with answers.
Find out more about SJTs on GF’s YouTube channel: