Michael Page Logo

Main menu

  • Home
  • NEW - Timesheet
  • Jobs+

    Searching for a job?

    • Job search
    • Submit your CV
    • Salary comparison tool
    • Income tax calculator
    • Featured employers

    Job search advice

    • Job search advice
    • Cover letter and CV advice
    • Growing your career
    • Job interview tips
    • Making your next career move
    • Global opportunities

    Search for jobs

  • Career advice+

    Career advice

    • Being happy at work
    • Career Chats - Podcast
    • Cover letter and CV advice
    • Graduate advice
    • Growing your career
    • Job interview tips
    • Job search advice
    • Making your next career move
    • Tips for temps

    Salary centre

    • Salary centre
    • Salary advice
    • Salary tools

    Skills centre

    • Skills centre
    • Top 21 skills eBook
    • Top 100 skills tool
    • Skills Checker

    Popular articles

    • Popular articles
    • Expert tips for remote interviewing
    • How to answer competency based interview questions
    • Optimising your CV for 2021
    • How to fit into a new workplace when starting remotely
    • Why are transferable skills so important?
  • Recruiting+

    Looking to hire?

    • Recruitment services
    • Request a call back
    • Reasons to partner with us
    • Advertising for candidate attraction
    • Salary benchmarking tool
    • Submit a job spec
    • Client testimonials

    Outsourcing/project recruitment

    • Outsourcing/project recruitment
    • Project solutions
    • Advisory
    • Outplacement/career transition

    Insights

    • Webinars & events
    • Market analysis
    • Salary Guides
    • Webinars & events

    Management advice

    • Management advice
    • Attraction and recruitment
    • Development and retention
    • Diversity and Inclusion Centre
    • IR35
    • Run your recruitment processes remotely

    Recruitment expertise

    • Recruitment expertise
    • Discipline expertise
    • Industry expertise

    Request a call back

  • Work for us+

    Work for us

    • Work for us
    • Why choose us?
    • Your role here
    • Use your skills
    • Apply now
  • About+

    About us

    • About Michael Page
    • Client testimonials
    • Diversity and inclusion
    • News & research
    • Reviews
    • Recruitment services
  • Contact+

    Contact us

    • contact us
    • Find your local office
    • Request a call back
    • Submit a job spec
    • Submit CV
    • Timesheet portal
    • Feedback
  • Job match
Register / Sign in
Saved jobs (0)
Saved jobs (0)
Register / Sign in
Login or Sign up
Search for a job

We have been made aware of a global phishing campaign where employees from companies are being impersonated. We are confident that no PageGroup system has been compromised. View more

You are here

Home>Advice>Career advice>Job interview tips>Situational judgement test: what is it, and how is it used in recruitment?

Situational judgement test: what is it, and how is it used in recruitment?

Situational judgement test: what is it, and how is it used in recruitment?

Situational judgement tests (SJT) are now a common part of the recruitment process. They allow employers to assess the suitability, in terms of both drive and core knowledge, of large groups of candidates by providing them with multiple-choice questions and scenarios. Situational judgement tests or SJTs, are one of the most popular varieties of aptitude tests that employers utilise today.

Working with employers and candidates, we are often asked what these tests entail and how they work. Here, we explain how situational judgement tests are most often used in recruitment. 

What is a situational judgement test?

During a situational judgement test, the test takers are given a variety of scenarios related to the day-to-day challenges and responsibilities of the job in question. Each scenario incorporates a range of responses and you’ll be tasked with rating the effectiveness of each response. For instance, if you’re applying for a leadership role, you could be presented with a scenario in which two of your team members are unable to work effectively together and asked to choose which of the example responses would deliver the best results. The scenarios can be presented via a range of media, from standard text to audio and video.

Situational judgement tests assess your responses to gauge how suitable you are for a certain position. You will likely have your test assessment held in the employer’s office, and be given a time limit to complete your set of questions. SJTs are a type of aptitude test that will test your ability at problem-solving in the workplace. It is unlikely that you will come across a question in your SJT that doesn’t reflect plausible situations that you might come across in the workplace. 

Whereas most psychological tests are generic, situational judgement tests are built from the ground up to incorporate the specific demands of the position. As such, they tend to be favoured by candidates as they get a feel for the job and hiring managers can gain a deeper insight into the suitability of the candidates applying for the role.  

Why are they effective?

The bespoke nature of an SJT allows employers to assess a candidate’s judgement against the realities of the role. Not only does this showcase a professional’s understanding of the position, but also demonstrates whether or not they are a strong cultural fit for the organisation.

Other advantages of SJTs have also been identified. A landmark study from Belgium’s Ghent University discovered that the results are less skewed against candidates from minority backgrounds than other types of aptitude test. This is particularly significant given that a survey from the High Fliers Research Centre revealed diversity targets are seen as an important challenge by 69% of organisations – for more than any other factor included in the survey. 

The scenario-based methodology of SJTs can also help to reduce staff turnover. By considering a range of practical, real-world challenges, candidates are given an insight into the demands the role. This means that if you’re offered the job, you should already have a solid understanding of its challenges and complexities.

How are SJTs used during the recruitment process?

The tests are most commonly presented to candidates before the interview stage, as this gives hiring managers an effective way to identify applicants who understand the nuances of the role, and those that will fit in with the workplace culture in terms of attitudes and drive. Ultimately, candidates who demonstrate the best judgement during the test stage are more likely to make smart decisions and perform well, if they get offered the job.

Example SJT questions

If you are unsure about what to expect in an upcoming SJT, here are some example questions that you might come across:

1. You might be given a scenario to read, from which you must select the responses that you think would be best and worst to solve the problem. 

2. You could then be presented with having to imagine yourself in different scenarios. From this, you will need to rank the responses that have been given to you from 1 to 4, in order of which you think will be most effective.

3. Thirdly, you can be presented with a scenario and a set of responses to the scenario. From this, you need to pick the most and least effective responses to that scenario from the list.

4. Lastly, you may be presented a scenario with a series of responses that you will have to rate from ‘very effective’ to ‘counter-productive’ in terms of how effective they will be in terms of solving that problem.

If you want to aim to prepare for your situational judgement test before your interview day, why not try a free practice situational judgement test today.

To learn about the different types of aptitude tests used by hiring managers, read our article ‘Aptitude test: What you can expect in an interview process.’ For more career tips, browse all of our career advice here or get in touch with one of our expert consultants to discuss your career options.

 
Previous article
How to sell yourself in an interview presentation
How to sell yourself in an interview presentation
Read article
Next article
Team-building activities: how to motivate your staff
Team-building activities: how to motivate your staff
Read article

Sign up to receive job alerts

We will let you know when any new !keyword jobs are available. | We will let you know when any new !keyword jobs in !location are available.| Create an account to enable features like one click apply, and set up more than 5 job alerts

Topics

  • Career advice
  • Management advice
  • Salary centre
  • Insights

Tags

Interview preparation

 

 

 

Download our 100 in-demand skills for 2020

 

100 in demand skills

 

Simplify your job search by downloading our new App

 

Download Our App Download Our App

 

Tweets from @michaelpag

Michael Page Logo
Candidate Relevancy gauge

Job Match

Try our smart new tool to find your perfect job

Upload your CV Upload your CV
  • Follow us on FacebookFollow us on Facebook
  • Follow us on LinkedInFollow us on LinkedIn
  • Follow us on TwitterFollow us on Twitter
  • Watch us on YouTubeWatch us on YouTube

General

  • Site map
  • Site terms
  • Work for us
  • Feedback
  • Accessibility
  • Diversity & Inclusion
  • Employee rights
  • Cookies
  • Modern Slavery Statement
  • Privacy policy
  • Complaints policy
  • Country/Region

About Michael Page

  • Investors site
  • PageGroup corporate site
  • Page Executive
  • Page Personnel
  • Page Talent
  • Page Outsourcing

Search for jobs

  • Accounting
  • Audit & Advisory
  • Banking & Financial Services
  • Compliance
  • Construction
  • Consultancy, Strategy & Change
  • Digital
  • Engineering & Manufacturing
  • Executive Search
  • Facilities Management
  • Fashion
  • Health, Safety & Environment
  • Healthcare
  • Hospitality & Leisure
  • Human Resources
  • Insurance
  • Legal
  • Life Sciences
  • Logistics
  • Marketing & Agency
  • Not for Profit
  • Policy
  • Procurement & Supply Chain
  • Property
  • Public Sector
  • Retail
  • Sales
  • Tax
  • Technology
  • Treasury

Mobile applications

Download Our App Download Our App

Employers

  • Request a call back
  • Submit a job spec
  • Our offices

Awards

Reviews

Feefo logo

 

Accreditation

Michael Page is part of the PageGroup. Michael Page is a trading name of Michael Page International Recruitment Limited. Registered in England No. 04130921 Registered Office:
Page House, 1 Dashwood Lang Road, Addlestone, Weybridge, Surrey, KT15 2QW