Situational judgement test design is a speciality.
Situational judgement test designs
Rob Williams Assessment Ltd have considerable experience in situational judgement test designs. Our approach to situational judgement test designs is to always design bespoke situational judgement tests based upon a highly detailed role analysis.
SJT Design Project Examples
- Lazard Brothers and AECOM graduate engineers. Situational judgement test validations
- Citibank. Designing blended assessments for retail and call centre operations in American and Mexico. Managing item writing team for SJTs, ability tests, biodata questions etc.
- Citibank telephony customer service agents (Mexico, Malaysia, India) and retail banking roles (North America): manager, assistant manager, bank teller, personal banker.
- European Union. Development of project management and IT skills-based aptitude tests for the European Union.
- British Airways cabin crew, British Airways customer service and call centre operatives.
Situational Values Fit Designs
Rob Williams Assessment Ltd has experience of designing values tests that are generic in nature.
Alternatively specific values test which assess a company’s values. Hence, an individual’s fit between their personal values and their work’s organisational values. Situational judgement tests (SJTs) are often used to measure values. Also, the fit with a company’s values.
- 3-4 scenarios to assess each value.
- Totalling approx. 15-16 questions.
- Provides accurate and meaningful feedback to each respondent.
Values based situational judgement tests
Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.
At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.
Structured interview(s) comprising firstly values questions. Secondly, comprising of competency questions, and finally, including technical questions.
Values-Based Simulation Exercises
- Scenarios from the job analysis can be used to design simulation exercises.
- Parallel version developed to maximise exercise integrity.
- Minimise risk of applicants sharing details of tools.
- Compromising the validity of the assessment process.
BUPA Care Assistants SJT Design
- Design of realistic job preview.
- Design of Situational judgment test.
Beneficial SJT Design Project Outcomes
- Best practice was followed throughout the design process in SJT design.
- An SJT was produced which successfully incorporated a range of care home-specific scenarios.
- The most suitable set of scenarios could be hand-picked at the SME panel meeting, as well as gaining buy-in and discussing implementation.
- Providing some scenarios for telephone interview sifts.
- Setting a suitable cut-off and validating the tool.
Lazard Brothers and AECOM graduate engineers
- Situational judgement test validations
Situational judgement test usage
Increasingly online situational judgment tests are being used as a recruitment sift in place of a more traditional verbal reasoning test and/or personality questionnaire. Here are some of the advantages that situational judgement tests offer compared to more traditional psychometric tests:
– More efficient to use one psychometric combining elements of both reasoning and personality assessments
– Once a bespoke situational judgment test is developed, it is more cost effective
– Situational judgment tests excel at sifting out high volumes of poorer quality candidates whilst selecting in the high calibre candidates who have scored highly across the range of role competencies
– Fairer assessment in terms of diversity issues since there is minimal adverse impact due to gender or ethnic origin
– Situational judgment tests are particularly good at assessing cultural fit. A well designed situational judgment test can therefore assess organisational values – as well as an organisation’s competencies per role.
– Situational judgment tests (SJTs) can act as a realistic job preview since SJTs and RJPs (RJPs) have the same test format. Candidates can sift themselves out of a recruitment process at an early stage – often even before applying if the realistic job preview sits freely available on the company website.
– You can purchase generic situational judgment tests from most UK psychometric test publishers. A bespoke SJT is a more effective sift even though it will be more expensive initially.
Our situational judgement test design process
The SJTs we design focus on identifying candidates who think and behave in the right way for our client organisations. We will take you through the following stages:
– Firstly, review existing role descriptions and competency framework literature
– Secondly, conduct job analysis sessions (face-to-face or telephone-based) with a selection of subject matter experts (SME’s)
– Thirdly, reate draft scenarios encompassing positive and negative behavioural responses
– And then write realistic responses to each draft scenario
– Also, un a small trial of the draft SJT scenarios with a set of subject matter experts. This is primarily to agree the scoring key
– And then analyse descriptive statistics for the first trial
– Run a full trial of the draft SJT scenarios
– Apply and check the scoring key against the trial SJT test results
– Analyse descriptive statistics for this trial (mean, SD etc)
Numerical Reasoning practice test book
Additional assessment practice
- Firstly, Aptitude test tips and aptitude test practice.
- Secondly, Numeracy test practice.
- Thirdly, Literacy test practice.
- And next, Situational judgement test practice.
- Also then, Passing situational judgment tests.
- Plus, Situational judgment test tips.
Our psychometric test designs
SFirstly, Strengths Test Design ~ Secondly, Realistic Job Preview Design ~ Thirdly, And next Personality Test Design ~ Then next Situational Judgment Test Design ~ And finally, Psychometric Test Design.