Situational Judgement Tests are a type of psychometric assessment that measures how candidates respond to a variety of different situations at work. Test takers are presented with a range of hypothetical workplace scenarios and are then asked to identify the responses that would be most and least effective.
So just what is an SJT? And why should you be using them in your recruitment?
What is a Situational Judgement Test?
A Situational Judgement Test (aka SJT or behavioural assessment) is a type of psychometric test that measures how an individual reacts to different situations at work. These behavioural tendencies can be used to predict job performance and make better hiring decisions.
Things to know about SJT’s:
- Can be made bespoke for specific companies and job roles.
- Test takers are presented with hypothetical workplace scenarios and different possible responses.They are then asked to identify the response that would be the most and least effective.
- Provide a more realistic feel for the job being applied to than just a personality questionnaire or cognitive ability test on its own
- Include Gamified elements, improving the candidate experience
Why use a Situational Judgement Test in recruitment?
Assessing essential skills:
SJTs allow you to gauge a candidate’s perception of a situation, critical thinking abilities, flexibility, customer service skills, decision-making, judgement, communication, and prioritisation.
Realistic job preview:
These tests exhibit high face validity and job relevance, providing candidates with a realistic job preview. This transparency can significantly enhance employee retention.
Inclusivity:
SJTs are appropriate for all candidates, regardless of their previous work experience. They are designed to be fair and unbiased.
Organisational alignment:
SJTs can be customised to align with your company’s culture, values, and unique framework of key values. This ensures that candidates not only meet job specifications but also match your organisational ethos.
Behavioural assessment:
SJTs directly assess job-relevant behaviours, making them a valuable tool for evaluating a candidate’s suitability for your organisation.
Rigorous development:
These tests are meticulously crafted, utilising a variety of job analysis methods, including interviews, observations, and focus groups.
How to leverage SJT’s in your recruiting?
The Clevry assessment platform contains a range of off-the-shelf SJT solutions that will help improve your recruitment of candidates, including:
- Graduate/managerial level and leadership focused off-the-shelf assessments as well as Recruiter, Contact Centre, Healthcare & Retail.
- We can develop highly flexible & fully bespoke SJTs in which the job based scenarios can be made specific to your company, as well as matching your culture and values.
- The tests produce a competency based profile report.This summarises results, indicates strengths and areas to develop as well as suggesting interview questions.
In a competitive job market, making sound hiring decisions is crucial. Situational Judgement Tests (SJT) are a powerful way of evaluating candidates effectively, enhancing the fairness of your recruitment process, and aligning your assessment process with your organisational or role specific needs.
By embracing SJTs in your recruitment process, you can not only make better hiring decisions but also improve the overall success and cohesion of your team. Start exploring the world of SJTs and unlock the potential of informed, data-driven recruitment.
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