Situational Judgment Tests, commonly known as SJT, are aptitude assessments that have become increasingly popular with companies around the world as part of their recruitment process. Today, multinationals, including Procter & Gamble, Wal-Mart, Sony, and Exxon Mobile, are using SJTs as part of their recruitment process.
These evaluations measure behavioral tendencies and are especially helpful when assessing how a person will react to various work-related situations.
Hence, SJTs present candidates with realistic, hypothetical scenarios and ask them to choose (or rank) the most appropriate response based on the situation presented. As a result, these kinds of tests help evaluate an individual’s suitability for a specific job.
Moreover, even though you may find standardized SJTs (e.g., ‘IRIS’ by TalentLens, ‘Dilemmas’ by A&DC), most examinations are custom made for each organization and tailored to a particular position. Thus, you should expect only role-specific questions.
Consequently, each answer will include a hypothetical situation that may be presented to you in writing, as audio or even as a short video or animation. For each hypothetical situation, several possible actions are explained.
Usually, these range from 4-5 actions and the candidate most choose only one.
However, you may encounter different types of formats, including:
Most and Least Effective
In this type of response, you will be asked to choose the answer to the situation that seems ‘most effective’ and the one that appears ‘least effective’ based on your judgment.
This kind of response is very similar to the one mentioned above. However, in this case, you will need to categorize the options in ‘very effective,’ ‘effective,’ ‘slightly effective,’ ‘not effective,’ and counterproductive. Keep in mind that each option can only be used once.
In this type of question, you will be required to categorize the options from ‘most effective’ to ‘least effective.’
Likely to Perform
Here, you will have to evaluate the situations and choose a response based on the range of ‘most likely to do’ to ‘least likely to do.’
Also, note that Situational Judgement Tests can be paper-based or computer-based. Besides, depending on the format, you can encounter evaluations that use only text or that use a combination of video clips/computer-generated graphics and written responses.
Although, SJTs may seem hard doing some research about the specific test you will need to take is the best thing you can do to be prepared. If you know exactly what to expect, you will increase your chances of performing well exponentially. Besides, by practicing aptitude tests, you will reveal your own skills and weaknesses and work on them before the assessment.
Below a few tips to get you started:
- Never make assumptions about the situation; only use the information provided.
- Multiple-choice tests use so-called ‘distractors. Hence, read the question and response options carefully before answering.
- Last but not least, know your role! Make sure you tailor your answers to the responsibilities and actions of the position you are soliciting.
- Do not overthink your answers. Usually, if you are applying to a job is because you are qualified to do it, thus do not hesitate and trust your knowledge.
Common Situational Judgement Test
Companies use different ways for candidates to respond to the situations presented
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