SUMMARY
CONTENTS
Are you a recruiter or hiring manager looking for candidate pre-employment assessment tests and tools including aptitude tests? We invite you to visit our Assess Candidates website.
What is a situational judgement test? Why are situational judgement tests used? How to pass situational judgement assessment tests? Get answers in this complete guide.
The text below provides a full guide to situational judgement tests used by many employers in their recruitment, assessment and hiring process.
Our website provides practice situational judgement tests that can be used to prepare for situational judgement tests used in top employer recruitment processes around the world.
YOU MIGHT ALSO LIKE
Logical Reasoning Tests
Numerical Reasoning Tests
Verbal Reasoning Tests
Personality Tests
Game-based Assessments
Not sure if you should start your situational judgment test practice? According to research, 60-80% of candidates are rejected based on their aptitude test results. It is proven that practice increases your chances of getting hired.
A study found that candidates who do not practice tend to fail at the first hurdle of psychometric tests (54%-84%). This study looked at the Top 100 global employers. (Bradley et al., 2019)
Research situational judgment tests to get:
Continue reading to get answers to the following critical SJT questions:
So, without further ado, let’s get started!
A situational judgement test is a psychometric assessment used to evaluate your judgement and decision-making skills. The test will present you with a relevant work-related scenario and require you to choose the best course of action from the provided options.
Learn more about situational judgement tests in our short video below!
Situational judgement tests are conducted to assess your work competencies, but what are these competencies? Keep reading as we cover the key skills these SJT tests measure.
Situational judgment tests are often customised to fit the specific needs of an employer and the role. The competencies measured will be tailored to assess the key skills required.
However, our experts discovered that the following core skills are most commonly assessed by employers with SJT tests:
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 following short video:
Online situational judgement tests are often provided for use by psychometric test publishers. Let’s find out the common SJT test providers.
Some of the most commonly used situational judgment test providers are:
Several big employers of the world use these online situational judgement tests from different publishers. Find out some of these employers below.
Many companies and large employers around the world use SJT tests to assess candidates for various roles. Some of these big companies are:
Good to know: Many employers may blend situational tests with other tests such as personality tests e.g. P&G Peak Performance Assessment.
It is helpful to know what roles may include situational judgement tests in their application process. By knowing this, you will know what to expect and prepare for during the recruitment stage. Below are some roles that may require SJTs.
Keep on reading to find out why employers use SJT tests during recruitment.
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, 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 unconscious 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: Situational tests tend to provide more accurate predictors of how you are likely to behave in the role, allowing for a more accurate measure of your competencies.
So how do we prepare for situational judgement questionnaires? Read on to find unique tips to help you ace situational judgement test questions.
Below are carefully curated unique situational judgement test tips for you to practice and use to help you pass your SJT tests.
For more tips on how to ace your situational judgement test questions, watch our short video below.
Using the tips we have provided above and in our short video, take the chance to practice a situational judgement test example below!
Kickstart your SJT practice by solving this free SJT 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!
Watch our short video below for situational judgement test tips to help you avoid common errors made during the test.
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.
And with this, you’re up to speed with everything you need to know about situational judgement questionnaires and we have covered actionable situational judgement test tips for you.
Before you go, don’t miss even more answers to key frequently asked questions about situational judgment assessments below!
Often, there is no time limit for this test. However, some employers may record the time taken for you to complete the test to assess your behaviour.
While there is no typical passing score, there are still right and wrong answers. The right answers to an SJT test will tie into the values, ethics, and culture of your potential employer.
A Situational Judgement Test (SJT) is a psychometric assessment that evaluates how you approach and resolve work-related scenarios, reflecting your decision-making, problem-solving, interpersonal and communication skills, and teamwork.
SJTs may be difficult if you are a new job seeker and have not taken a situational judgement test before. When approaching situational test questions, consider the key skills that the employer is looking for and which action best demonstrates these in the role.
As most situational awareness tests are customised for the employer, the scoring can vary. Most commonly, situational test results will be compared against others to determine a percentile group. A good score would typically range from the 70-80th percentile.
Do you want to pass your situational judgement assessment the first time? Access SJT practice tests and take situational judgement test practice today with GF, the only aptitude practice test expert 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 situational judgement assessment the first time? Access SJT practice tests and take situational judgement test practice today with GF, the only aptitude practice test expert 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.
Start Preparing Today
