This is a match-making process used to assess how close situational judgement test score is to the job applied for.
SJTs are used as an early stage in a recruitment process.
i) Test sift.
A sift-out of those candidates that are unfit to progress to the next recruitment stage. Based on their poor fit and/or understanding of the job role to which they’ve applied. For example, when selecting middle managers and specialist managerial positions.
ii) Feature of graduate recruitment processes.
The SJT scenarios have been crafted to select those graduates that are most suited to a specialist graduate career path, such as finance, logistics, IT etc. In other words, having shown by passing the psychometric ability tests, the graduate applicant then has to demonstrate their suitability to a particular type of graduate career path.
A bespoke situational values example would include:
- 3-4 scenarios will assess each value, giving approx. 15-16 questions
- Provides accurate and meaningful feedback to each respondent
- This practical job preview has the advantage of using the same SJT format
Structured values-based interview(s) comprising:
- Competency and
- Technical questions
3-Situational assessment exercises
- Scenarios from job analysis used to design simulation exercises
- Parallel version developed to maximise exercise integrity and minimise risk of applicants sharing details of tools and compromising the validity of the assessment process
Numerical Reasoning Test practice
Brilliant Passing Numerical Reasoning Tests has plenty of numerical reasoning test practice. As does Brilliant Passing Verbal Reasoning Tests.