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10 min read

Situational judgement tests for recruitment & selection

Nov 8, 2022 6:00:00 PM

Our business psychologists have been developing situational judgement tests for over 30 years.

All of our behavioural assessments (which include Situational Judgement Tests and Message Me assessments) can be fully customised to reflect your organisational culture and the requirements necessary to succeed in the role on offer.

Situational judgement tests for recruitment & selection

We offer a number of off-the-shelf solutions which can be easily incorporated into any recruitment or employee development campaign, including; 

  1. Graduate / Managerial Situational Judgement Test
  2. Leadership Situational Judgement Test
  3. Contact Centre Situational Judgement Test
  4. Warehouse Operatives Situational Judgement Test
  5. Sales Message Me Assessment
  6. Recruiter Message Me Assessment
  7. Retail Message Me Assessment

Delivered through our soft skills platform, our situational assessments can also provide sifting scores, tailored interviewer guidance reports and candidate development advice to help your new hires hit the ground running. 

 

Why use a Situational Judgement Test?

  • Situational Judgement Tests give recruiters an easy way to see how candidates will behave in their role.

  • When taking a Situational Judgement Test, test takers will be given several hypothetical workplace scenarios, they will then be asked to give the most appropriate response to the situation at hand.

  • Situational Judgement Tests have high face validity and excellent candidate engagement, meaning they are great for indicating fit with a role, and future job performance.

  • SJTs give recruiters insight into a candidate’s decision making style and approach, whilst simultaneously providing them with a more realistic job preview.
  • They provide a realistic job preview - map competencies to your organisational framework, providing candidates with a more realistic job preview, compared to relying on interviews alone.

  • Eliminates hiring bias - measure how well candidates respond to a host of work related scenarios, allowing you to find the most competent candidates for the role.

  • Saves time & hiring resources - allow candidates to self-select out if they realise the job isn’t a good fit for them - saving you valuable time and resources.



What is an instant messaging assessment?

Under the hood, Message Me assessments work similarly to a traditional SJT. However, unlike traditional SJTs, Message Me assessments take the form of an instant messaging conversation (like you would see in WhatsApp or something similar).

In these assessments, candidates will receive a message from a colleague presenting them with a question or scenario. Respondents must then reply by choosing from a selection of different messages.

Why do employers use Message Me?
  • The format is more appealing to younger candidates who are more used to this style of interaction. They may find this more engaging whilst allowing candidate’s strengths to be assessed in the format they’re most comfortable with.

  • Instant messaging assessments can help provide more realistic scenarios to respondents for certain roles. For example, for some types of role (e.g. retail customer service), the traditional SJT format (mainly using static text) is not really that realistic to their actual work environment, which can reduce the validity of SJT results for some candidates in certain roles.

  • Message Me utilises elements of gamification to create engaging assessments that elicit faster and more accurate responses from candidates.

  • Assessments are performed in real time, meaning candidates must mimic the fast- paced decision making used in the actual work environment.

  • Less pressure on candidates reading and comprehension skills as assessments focus on behaviours.

 

 

Graduate / Managerial Situational Judgement Test

Our Graduate / Managerial SJT is designed to measure candidates judgement and reasoning approach across a range of situations typical of a Graduate or Management role. For example, what candidates deem the most appropriate response when faced with opposition regarding a recent proposal of theirs. These situations measure competencies that are critical to effective performance in such roles.

Competencies measured in this assessment include:

  • Thinking
    The thinking competency considers the extent to which a candidate effectively analyses a situation and uses logic to identify patterns and trends in the data.


  • Achieving
    The achieving competency measures the extent to which a candidate strives to push projects forward to completion and tries to make improvements to systems and processes, rather than accepting the status quo.


  • Influencing
    The influencing competency considers a candidate’s ability to persuade others by presenting effective arguments based on analysis and logic.


  • Collaboration & team work
    The collaboration and teamwork competency considers how a candidate builds new relationships in teams and seeks out opportunities to work collectively in order to deliver results for the organisation.


  • Commercial awareness
    The commercial awareness competency measures the extent to which a candidate has an understanding of the business, industry and commercial concepts. It considers the ability to speculate about the future and awareness of how a role fits into the wider business.

 

 

Leadership Situational Judgement Test

Our Leadership SJT is designed to measure candidate’s judgement and reasoning approach across a range of situations typical for a Leader. For example, what candidates deem the most appropriate response if a member of their team walks out of the office due to stress? These situations measure competencies that are critical to effective performance in leadership roles.

Competencies measured in this assessment include:

  • Judgement
    The Judgement competency considers the extent to which a candidate uses logic and intuition before making an objective decision, and if they consider implications from multiple perspectives.

  • Tolerance of ambiguity
    The Tolerance of ambiguity competency recognises the extent to which a candidate is comfortable working with uncertainty and not having a solution immediately available to them. It considers how an individual operates effectively in unpredictable situations.


  • Flexibility
    The Flexibility competency measures the extent to which a candidate can flex their way of working and thinking. It considers how a candidate adapts to changing circumstances and takes new ideas and concepts on board.


  • Pragmatic commercialism
    The Pragmatic commercialism competency is interested in a candidate’s understanding of how industries and businesses work. It considers the extent to which a candidate focuses on the practical realities of emerging trends, challenges and opportunities in the industry, as well as the impact their role has on wider business performance.



Contact Centre Situational Judgement Test

Our Contact Centre SJT is designed to measure candidates’ judgement and reasoning approach across a range of situations typical for a role in a Contact Centre. For example, what candidates deem the most appropriate response when on the phone to a customer they are having trouble understanding. These situations measure competencies that are critical to effective performance in Contact Centres.

Competencies measured in this assessment include:

  • Customer Service
    The Customer Service competency assesses how well an individual can assist and advise a customer before, during and after a purchase.

  • Resilience
    The Resilience competency relates to an individual’s ability to cope under pressure and remain calm and composed in difficult situations. It also considers their ability to recover quickly from difficulties or emotionally demanding situations.

  • Problem Solving
    The Problem Solving competency considers whether an individual can accurately assess a situation and quickly and effectively implement a solution.

 

Warehouse Operative Situational Judgement Test

Our Warehouse Operatives SJT is designed to measure candidates’ judgement and reasoning approach across a range of situations typical for an operative or picker role in a warehouse. For example, what candidates deem the most appropriate response when introduced to a new computer system during a busy shift. These situations measure competencies that are critical to effective performance in warehouses.

Competencies measured in this assessment include:

  • Delivery
    The Delivery competency considers an individual’s ability to work at pace to a high standard, as well as whether they can tolerate routine work, follow processes and are happy working with technology.

  • Customers
    The Customers competency relates to an individual’s understanding of customers’ needs and doing things properly to achieve customer satisfaction.

  • Working Together
    The Working Together competency relates to an individual’s appetite for working independently as part of a larger team, whilst contributing to team goals and maintaining working relationships.

 

Sales Message Me Assessment

Our Sales Message Me is designed to measure candidates’ judgement and reasoning approach across a range of situations typical for a sales role. For example, what candidates deem the most appropriate response when a client cancels an important meeting last minute. These situations measure competencies that are critical to effective performance in a sales role.

Competencies measured in this assessment include:

  • Empathy
    The Empathy competency assesses how an individual understands the perspective and needs of others, and has confidence to adapt their style to fit the requirements of the customer.

  • Results Orientation
    The Results Orientation competency considers an individual’s ability to set goals and targets, and understand and take the steps needed to achieve them.

  • Focus
    The Focus competency considers the ability of an individual to pay careful attention to a task or customer’s needs in order to achieve business objectives. It considers how an individual ensures that a smooth sales process is maintained.

  • Resilience
    The Resilience competency assesses how well an individual responds to setbacks and moves forward in light of criticism or unsuccessful sales.

 

Recruiter Message Me Assessment

Our Recruiter Message Me is designed to measure candidates’ judgement and reasoning approach across a range of situations typical for a role in recruitment. For example, what candidates deem the most appropriate action when a client has chosen their perfect candidate but the candidate seems hesitant. These situations measure competencies that are critical to effective performance in a recruiter role.

Competencies measured in this assessment include:

  • Empathy
    The Empathy competency assesses how an individual understands the perspective and needs of others, and has confidence to adapt their style to fit the requirements of the candidates and clients they work with.

  • Results orientation
    The Results Orientation competency considers an individual’s ability to set goals and targets, and understand and take the steps needed to achieve them.

  • Focus
    The Focus competency considers the ability of an individual to pay careful attention to a task or customer’s needs in order to achieve business objectives. It considers how an individual ensures that a smooth process is maintained.

  • Resilience
    The Resilience competency assesses how well an individual responds to setbacks and moves forward in light of criticism.

 

Retail Message Me Assessment

Our Retail Message Me is designed to measure candidates’ judgement and reasoning approach across a range of situations typical for a role in retail. For example, what candidates deem the most appropriate action when a regular customer is chatting to them, oblivious to the queue building up behind. These situations measure competencies that are critical to effective performance in a retail role.

Competencies measured in this assessment include:

  • Customers
    The Customers competency relates to how much an individual values working with customers and enjoys a frontline customer service role.

  • Delivery
    The Delivery competency assesses an individual’s ability to work at pace and their focus on achieving results and completing work to a high standard.

  • Working Together
    The Working Together competency considers an individual’s appetite for working in a team and their ability to manage relationships and support colleagues.

 

 

Need a different scenario? 

If you need a more specific situational judgement test to assess for something not mentioned above then please speak to our team about our bespoke test development service, or book a demo using the below link and one of the team will be happy to show you the platform in action.

 

Book a Demo



Topics: Assessments
Ryan Inglethorpe

Written by Ryan Inglethorpe