Situational Judgement Tests (SJTs) have become a standard step in modern recruitment processes. Designed to evaluate how candidates respond to real-world workplace challenges, SJTs help employers shortlist individuals with the right mindset, decision-making ability, and cultural fit for the role.
If you’re actively searching for a new job, understanding how SJTs work can significantly boost your chances of success.
What is a Situational Judgement Test?
A Situational Judgement Test presents you with realistic, job-related scenarios and multiple response options. Your task is to evaluate each response, typically by ranking them from most to least effective or selecting the best and worst actions. These scenarios are directly tied to the responsibilities and challenges of the job you’re applying for.
For instance, a leadership-focused SJT might include a scenario where two team members are in conflict. You would then choose the most appropriate response that aligns with effective team management and company values. These assessments can be delivered in text, audio, or video formats and are usually timed.
Unlike generic personality or aptitude tests, SJTs are tailored specifically for each role. This not only helps employers evaluate candidates more accurately but also gives you a better understanding of what the job entails.
Why Employers Use SJTs
SJTs offer several key advantages in the hiring process:
- Job-Specific Insights: They measure how your responses align with the actual requirements of the position.
- Cultural Fit Assessment: Your answers reveal whether you share the same values and working style as the organisation.
- Fairness and Diversity: Research from Ghent University shows that SJTs are less likely to produce biased results against candidates from minority backgrounds, making them a more inclusive hiring tool.
- Improved Retention: By exposing candidates to the realities of the job, SJTs help reduce turnover, as applicants know what to expect before accepting an offer.
When Are SJTs Used in Recruitment?
Most employers administer SJTs early in the recruitment process, often before the interview stage. This allows hiring teams to efficiently filter candidates based on how well they understand the role and how effectively they respond to job-specific challenges.
Strong performance in an SJT often indicates that a candidate will make smart decisions and adapt quickly in the actual role.
What to Expect in a Situational Judgement Test
If you’re preparing for an upcoming SJT, here are some common question formats to expect:
- Multiple Choice: Choose the single best response from a list of options based on a workplace scenario.
- Ranking: Order a list of responses from most effective to least effective.
- Best/Worst Judgement: Identify the most appropriate and least appropriate actions from the available options.
Each question is designed to measure your judgement, problem-solving skills, and alignment with the role’s expectations.
Get Ahead with Resource Provider Ltd
At Resource Provider Ltd, we help professionals succeed at every stage of their career. Understanding how to approach a Situational Judgement Test is just one part of securing the right job. For more expert career guidance, explore our resources or get in touch with our team today.
Boost your confidence. Improve your judgement. Secure the role.