Situational judgement test woman thinking.

Situational Judgement Test Practice (police, doctor etc)

In our opinion, this is the best page you will find for situational judgement test practice resources. We offer the following

Role-specific situational judgement test practice

SJTs are bespoke designed, behaviourally anchored assessment tools which typically comprise of between 12-16 questions. SJTs are widely used because of their fairness and highly predictive nature. Our well-crafted SJT will assess each of the values in the framework supplied. In particular, an effective pharmacist’s efficacy at meeting their daily responsibilities for compassionate patient care and adherence to ethical guidelines.

SJT questions are in the form of on-the-job scenarios, making the assessment highly appropriate to life as a pharmacist. We would ask respondents to answer each SJT scenario with their Best response (to that real-life situation presented), plus the Worst response that could be made, for example, by an uncaring or irresponsible pharmacist.

The same question format would be used for our planned Self-Assessment Questionnaire. Several scenarios would tap into each value, allowing accurate and meaningful feedback to be provided to each respondent.

SJTs offer fantastic ROI and – in combination with our proposed Self-Assessment Questionnaire –  offers significant branding potential to make the testing environment attractive and engaging to potential pharmacist applicants. In addition, we propose conducting an extensive Equal opportunities analysis of the SJT results to show that there is minimal adverse impact and the assessment is fair in terms of age, ethnicity, gender and disability.

 

Police Situational judgement test practice

The new police online assessment process can be broken down into four core exercises:

  1. Situational Judgement Test (SJT)
  2. Video Interview (competency-based)
  3. Written Exercise
  4. Briefing/Presentation Exercise

These exercises test the same competencies and values that are used in policing. As a candidate, you will be expected to demonstrate these competencies and values throughout these exercises.  

 

What Competencies are Assessed?

 

The competencies and values used in the new online police assessment centre are the same beliefs and behaviours expected of all those policing.

These include the six core competencies:

  • Emotionally aware
  • Innovative & open-minded
  • Analyse critically
  • Deliver, support, & inspire
  • Collaborative
  • Take ownership

And the four core values:

  • Transparency
  • Integrity
  • Public service
  • Impartiality

You can find out more about the core competencies in our police core competencies blog.

The Police Constable selection process will only assess Level 1 of the Competencies Value Framework.

 

Police situational judgement test practice

Police Assessment centre practice

Metropolitan Police assessment practice

Fast-track police aptitude test practice

Situational judgement test practice

SHL Situational judgement test practice

 

Situational judgement test tips

  • Firstly, identify which 3-4 factors need to be considered in your decision-making. For example: time, money and quality impact upon many business decisions.
  • Think in advance of the highest priority criteria: which could be commercial awareness, planning/organising, maintaining an ethical approach.
  • Note, that this is important since when you are presented with an SJT scenario you must “judge” the Best and Worst response to that scenario within that specific work context.
  • Judge the Best response to be the one that addresses all these factors. It’s advisable to answer as the most ethical employee.
  • In our opinion, firstly if two of the answer options are very similar then it’s unlikely that either one is the Best or Worst answer. For example, a short-term fix to the SJT scenario would only be half-right.
  • In our opinion, secondly you need to select an answer option with a longer-term, complete solution.

Our Top Tips

  • Each SJT scenario will measure one of these competencies based on both the best and worst answers, so focus on getting both correct. 
  • Each SJT scenario requires you to make an effective judgement. This will involve prioritising which aspects of the scenario are most important to fix first. . Any answer option that does not move the scenario situation forward will not be the correct “Best” action to take. The “Worst” answer option will be one that makes the situation even worse.
  • While several answer options may seem like a sufficient solution in the short-term, you shouldn’t be looking for a quick and easy stop-gap solution. The “Best” solution will always be the one that actually solves the problem. You need to identify a medium- to long-term solution that has lasting benefits.
  • Be your most ethical self when taking an SJT. Any answer option that is slightly unethical or dishonest to anyone involved will not be the correct answer. Look for the most virtuous answer if there is one – demonstrating respect for others, integrity and conscientiousness.
  • Logically, the “Best” and “Worst” answers need to be distinct from the other answer options. Check if two answer options seem very similar to you. It’s likely these are the “distractor” answer options and neither the best – or the worst – answer.

Situational judgement practice. Woman on customer service call.Real situational judgement test examples

The Graduate Dilemmas SJT is used to assess the most relevant graduates to take through to assessment centre and / or to interview.

Administrative Dilemmas SJT is used to assess the judgement and decison-making of admin, clerical and secretarial roles.

The Customer Service Dilemmas SJT is used to assess face-to-face customer service skills.

Call Centre Dilemmas SJT is used to find out who can deliver excellent call centre sales and customer service skills.

The Management Dilemma SJT is used to assess the most or to develop more effective managers.

Background to situational judgement tests

Situational judgement test questions can be designed around a specific role. Because SJTs are bespoke, candidates rate them highly as a valid application stage.

In fact, there is a type of SJT called a realistic job preview which is used solely to give job applicants a realistic preview of a role.

In our opinion, situational judgment test presents realistic job scenarios. The idea is that employers will get a better understanding of how you might operate in the work place.

  • These measure those skills of judgment and evaluation which are vital to any managerial role. Role-specific competencies will be measured, typically customer service, communication and teamwork.
  • SJTs are a highly effective means of measuring an applicant’s competency behaviours – i.e., the characteristics that determine how they behave in certain areas.
  • SJTs are a fair test of how the candidate would solve a job’s daily challenges.

First worked situational judgment test scenario

You have two very important deadlines to meet by the end of your working day. However it is becoming clear in your final two hours of working that you are in danger of missing both deadlines?

You are then asked to select your most preferred and least preferred responses:

(a) Work out what’s left to do and then prioritise the critical tasks for the time remaining.

(b) Focus on still doing a quality job even if you must miss a deadline.

(c) Speed up your remaining tasks so that you will still be able to meet both deadlines.

(d) Aim to achieve one deadline and to renegotiate the delivery date for the other.

In this instance, the best response is (a) Work out what’s left to do and then prioritise the critical tasks for the time remaining. The worst response is (b) Focus on still doing a quality job even if you must miss a deadline. The best outcome is to meet the deadline after making a considered judgement call. Missing the important deadline is the worst outcome. 

Second situational judgment test scenario

If you have a job description or a detailed job advert this will probably tell you some, or all, of the role’s competency behaviours. These are the abilities and skills you need to demonstrate when completing the SJT.

Situational judgement tests typically measure problem solving skills, team working, leadership/managerial abilities and, if applicable, customer service skills. Employers are looking for someone who has the necessary job characteristics and skills.

Final SJT scenario

You’ve a couple of key deadlines to finish by close of play. It’s 4pm now and you could easily miss both deadlines?

What’s your Most Preferred and Your Least Preferred action to take next?

(a) Work out what’s left to do and then prioritise the critical tasks for the time remaining.

(b) Focus on still doing a quality job even if you must miss a deadline.

(c) Speed up your remaining tasks so that you will still be able to meet both deadlines.

(d) Aim to achieve one deadline and to renegotiate the delivery date for the second one.

Situational Judgement Test Explained Answer:

Your Most Suitable response should have been:

Work out what’s left to do and then prioritise the critical tasks for the time remaining. Since the best outcome is to meet the deadline after making a considered judgement call. Whereas, missing any key deadline must be the worst overall outcome.

Your Least Suitable response should have been:

Focus on still doing a quality job even if you must miss a deadline. 

– See more at: What you need to know about situational judgement tests

Medical FPAS situational judgement test practice

Plus, here’s an example doctor situational judgement test:

  • It’s early morning and you are chatting with your colleague doctor. A colleague jokes they were out late at a party and feel a bit shaky this morning. Do you…?

a) Report your colleague to the authorities.

b) Advise your colleague to drink more sensibly.

c) Stop your colleague from treating any patients today.

Police situational judgement test practice

Plus, here’s an example police situational judgement test:

The manager of a large luxury clothing store is complaining to you about the large amount of theft from teenagers. This is the third time today you’ve been in this situation. Should you…?

a) Empathise with the manager and offer your help

b) Explain that now the police are involved, the thieves will be caught

c) Point out that other stores have similar problems

Civil Service situational judgement test practice

Plus, here’s an example civil service situational judgement test:

You’ve been leading your project team on a very challenging project for six months. For the second time this week, one of your closest colleagues has asked to speak to you privately. He says that he’s suffering from stress after finding the project commitments exhausting.

a) Explain his role responsibilities.

b) Offer to make changes to his job role.

c) Suggest that he goes to see a doctor.

Fireman situational judgement test practice

Plus, here’s an example fireman situational judgement test:

You’re attending a traffic accident when you are approached by an onlooker. They say they’d like to help and ask you what has happened. Would you…?

a) Insist they step aside and allow you to do your job

b) Request that they stick close behind you

c) Promise that you will get back to them later

Manager situational judgement test practice

Plus, here’s an example manager situational judgement test scenario:

You are at a meeting with your fellow managers discussing an incident which took place a couple of days ago. Although the incident was well handled, you have some concerns about the new procedures that have been introduced. Even though you feel you briefed your team on the new procedures they seemed to have difficulty knowing what to do at crucial times during the incident.

Practising psychometric test questions is known to significantly improve your chances of passing a verbal reasoning test. Try to squeeze in as much advance practice as possible so you can to improve your confidence and keep a clear head on the day. Continually review what you have learnt from practice situational judgement test sessions so that you use your time most effectively.

Situational judgement test practice. Man with clipboard interviewing woman.

When should I do my situational judgement test practise?

First think about how much time you can spare for practising situational judgement test questions. Then set aside the time so you can conduct as many practice situational judgement test sessions as possible over a period of several weeks or months. Set aside a particular time of day or week when your mind is most alert. You will improve your SJT performance the most if you undertake several practice sessions instead of one big one. At first it may seem as if you are only making small gains, but these small gains will soon add up to improved situational judgement test-taking skills.

You need this much situational judgement test practice

That depends on why you are taking the test and your current skill level. Your situational judgement test may be a key to a new job or a new stage in your life. It’s always worth maximising your situational judgement test practice opportunities when your future is at stake.

Where should I start my situational judgement test practice?

If you don’t already know exactly what type of situational judgement test you will be taking, you should find out as your first step. Knowing what to expect on your test day will give you a big advantage, so learn as much as you can about the test you are going to take. Your recruiting organisation may send you practice situational judgement test examples in advance of your SJT. 

This situational judgement test practice opportunity levels the playing field and gives everyone a fair chance – particularly important for people who have not taken a situational judgement test before.

It’s a great idea to call your prospective employer and ask for information regarding the situational judgement test you are going to complete.

Stretch yourself when practising situational judgement tests

This might seem like a quick win, but it isn’t. It will save you the time needed to work your way through the questions but it won’t improve your situational judgement skills.

Assessing Judgement & Decision-Making using SJT’s

Judgement is one of the most difficult skills to assess online. This is one of the reasons why situational judgement tests have become more and more prevalent in recent years since the first SJTs appeared on the market about fifty years ago. The two other main reasons are that situational judgement assessments also offer a fairer assessment than aptitude tests and personality questionnaires. A well-written SJT that is bespoke to a particular job role or managerial level will reflect the judgement and decision-making skills that are required.

 

Situational Strengths Test

An excellent example is CAPP’s Situational Strengths Test. This builds on the many advantages that SJTs have, being:

–Easy to administer to a large audience.

–Relatively strong validity.

–Can assess a sample of the relevant KSA’s.

–Refreshed items possible.

–More difficult to fake responses.

Bespoke VBR Example

  • 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.

Situational interview(s) comprising:

  • Values.
  • Competency; and
  • Technical questions.

Situational Simulation Exercises

  • Scenarios from job analysis used to design simulation exercises.
  • Parallel version developed to maximise exercise integrity.
  • And to minimise the risk of applicants sharing details of tools.
  • Without compromising the validity of the assessment process

Situational Values-Based Interview

  • We propose a structured interview comprising values, competency and technical pharmacy questions
  • Collaborate with job incumbents to design technical questions/scoring guide.

A situational judgement test, or SJT, presents realistic scenarios similar to those that would be encountered when doing a particular job. Typically, candidates must identify the Best and the Worst course of action from four multiple-choice options. In other words, you must make two “judgements” about what to do and what not to do next in the “situation” presented. An alternative SJT format asks the test-taker to rank multiple-choice options in terms of effectiveness.

Situational Judgement Test Strategies

Commonly featured as graduate recruitment sift, along with numerical reasoning and verbal reasoning tests, the SJT has several advantages:

  • SJTs are a highly effective means of measuring an applicant’s competency behaviours.
  • SJTs are a fair test with little bias due to gender or ethnic group.
  • Situational judgement test questions designed around a specific role.
  • Because SJTs are bespoke, candidates usually rate them highly as a valid application stage.

Situational judgement test tips

If you have a job description or a detailed job advert this will probably tell you some, or all, of the role’s competency behaviours. These are the abilities and skills you need to demonstrate when completing the SJT.

One of our key situational judgement test tips is that these typically measure problem-solving skills, team working, leadership/managerial abilities and, if applicable, customer service skills. Employers are also looking for someone who has the underlying characteristics and behaviours that will enable them to operate effectively in the given job role.

Passing situational judgment test sifts

  • Each SJT scenario will measure one of these competencies based on both the Best and Worst answers, so focus on getting both correct. You won’t need to get every question right, however, scoring low on any given competency will detract from your overall SJT score.
  • Other useful situational judgement test tips include the fact that each SJT scenario requires you to make an effective judgement. This will involve prioritising which aspects of the scenario are most important to fix first.

– – – Situational Judgement Test Tips – – –

  • Identifying and addressing this vital element of each scenario is the key to passing a situational judgement test. Any answer option that does not move the scenario situation forward will not be the correct “Best” action to take. The “Worst” answer option will be one that makes the situation even worse.
  • While several answer options may seem like a sufficient solution in the short-term, you shouldn’t be looking for a quick and easy stop-gap solution. The “Best” solution will always be the one that actually solves the problem. You need to identify a medium- to a long-term solution that has lasting benefits.

– – – Situational Judgement Test Practice – – –

Why use Situational Judgement Tests?

Candidates prefer SJTs compared to cognitive ability and personality tests.

Traditionally, selection into medical education professions has focused primarily upon academic ability alone.

There are mounting calls to widen access to medicine, to ensure that selection methods do not unfairly disadvantage individuals from specific groups (e.g. regarding ethnicity or socio-economic status) so that the future workforce adequately represents society as a whole.

What are Situational Judgement Tests?

Firstly, situational judgement tests (SJTs) assess individuals’ reactions to a number of hypothetical role-relevant scenarios, which reflect situations candidates are likely to encounter in the target role.

Secondly, in our opinion, SJTs measure pro-social Implicit Trait Policies (ITPs) – shaped by socialisation processes. For example, helping others in need), or disagreeable actions (e.g. advancing one’s own interest at others, expense).

SJTs have significant added value (incremental validity) over and above other selection methods such as knowledge tests, measures of cognitive ability, personality tests and application forms. SJTs have lower adverse impact compared to other selection methods, such as cognitive ability tests.

Are situational judgment tests valid?

Specifically, evidence consistently shows that SJTs used in medical selection has good reliability, and predict performance across a range of medical professions, including performance in general practice, in early years (foundation training as a junior doctor) and for medical school admissions.

SJTs have the benefit of being appropriate both for use in a selection where candidates are novices (i.e. have no prior role experience or knowledge such as in medical school admissions) as well as settings where candidates have substantial job knowledge and specific experience (as in postgraduate recruitment for more senior roles). An SJT specification (e.g. scenario content, response instructions and format) may differ depending on the level of job knowledge required.

Personality test trends in 2019

Candidates may also have to take a personality test as part of the recruitment process. There is a vast array of personality tests, which pose questions about a candidate’s behaviour and personal preferences. A typical question may ask whether you prefer attending parties or staying home with a good book. These personality tests help employers to determine whether a candidate has the right profile for the role.

Personality Tests Trend 2019 – Biodata questions

Personality biodata questions measure a variety of constructs, including attitudes, personality attributes, interests, skills/abilities, past events and experiences. An individual’s learning history is of particular interest.

My Practice aptitude test books 

Firstly, Passing Verbal Reasoning Tests book.

Secondly, Passing Numerical reasoning Tests book.

Additional assessment practice

Our psychometric test designs

Strengths Design  ~ Realistic Job Preview Design ~ Personality Test Design ~ Situational Judgement Test Design ~ Psychometric Test Design.

– – – Situational Judgement Test Practice – – –

In our opinion, this is the best page you will find for situational judgement test practice resources. We offer the following

Role-specific situational judgement test practice

Police situational judgement test practice

Situational judgement test tips

  • Firstly, identify which 3-4 factors need to be considered in your decision-making. For example: time, money and quality impact upon many business decisions.
  • Think in advance of the highest priority criteria: which could be commercial awareness, planning/organising, maintaining an ethical approach.
  • Note, that this is important since when you are presented with an SJT scenario you must “judge” the Best and Worst response to that scenario within that specific work context.
  • Judge the Best response to be the one that addresses all these factors. It’s advisable to answer as the most ethical employee.
  • In our opinion, firstly if two of the answer options are very similar then it’s unlikely that either one is the Best or Worst answer. For example, a short-term fix to the SJT scenario would only be half-right.
  • In our opinion, secondly you need to select an answer option with a longer-term, complete solution.

Our Top Tips

  • Each SJT scenario will measure one of these competencies based on both the best and worst answers, so focus on getting both correct. 
  • Each SJT scenario requires you to make an effective judgement. This will involve prioritising which aspects of the scenario are most important to fix first. . Any answer option that does not move the scenario situation forward will not be the correct “Best” action to take. The “Worst” answer option will be one that makes the situation even worse.
  • While several answer options may seem like a sufficient solution in the short-term, you shouldn’t be looking for a quick and easy stop-gap solution. The “Best” solution will always be the one that actually solves the problem. You need to identify a medium- to long-term solution that has lasting benefits.
  • Be your most ethical self when taking an SJT. Any answer option that is slightly unethical or dishonest to anyone involved will not be the correct answer. Look for the most virtuous answer if there is one – demonstrating respect for others, integrity and conscientiousness.
  • Logically, the “Best” and “Worst” answers need to be distinct from the other answer options. Check if two answer options seem very similar to you. It’s likely these are the “distractor” answer options and neither the best – or the worst – answer.

Situational judgement practice. Woman on customer service call.Real situational judgement test examples

The Graduate Dilemmas SJT is used to assess the most relevant graduates to take through to assessment centre and / or to interview.

Administrative Dilemmas SJT is used to assess the judgement and decison-making of admin, clerical and secretarial roles.

The Customer Service Dilemmas SJT is used to assess face-to-face customer service skills.

Call Centre Dilemmas SJT is used to find out who can deliver excellent call centre sales and customer service skills.

The Management Dilemma SJT is used to assess the most or to develop more effective managers.

Background to situational judgement tests

Situational judgement test questions can be designed around a specific role. Because SJTs are bespoke, candidates rate them highly as a valid application stage.

In fact, there is a type of SJT called a realistic job preview which is used solely to give job applicants a realistic preview of a role.

In our opinion, situational judgment test presents realistic job scenarios. The idea is that employers will get a better understanding of how you might operate in the work place.

  • These measure those skills of judgment and evaluation which are vital to any managerial role. Role-specific competencies will be measured, typically customer service, communication and teamwork.
  • SJTs are a highly effective means of measuring an applicant’s competency behaviours – i.e., the characteristics that determine how they behave in certain areas.
  • SJTs are a fair test of how the candidate would solve a job’s daily challenges.

First worked situational judgment test scenario

You have two very important deadlines to meet by the end of your working day. However it is becoming clear in your final two hours of working that you are in danger of missing both deadlines?

You are then asked to select your most preferred and least preferred responses:

(a) Work out what’s left to do and then prioritise the critical tasks for the time remaining.

(b) Focus on still doing a quality job even if you must miss a deadline.

(c) Speed up your remaining tasks so that you will still be able to meet both deadlines.

(d) Aim to achieve one deadline and to renegotiate the delivery date for the other.

In this instance, the best response is (a) Work out what’s left to do and then prioritise the critical tasks for the time remaining. The worst response is (b) Focus on still doing a quality job even if you must miss a deadline. The best outcome is to meet the deadline after making a considered judgement call. Missing the important deadline is the worst outcome. 

Second situational judgment test scenario

If you have a job description or a detailed job advert this will probably tell you some, or all, of the role’s competency behaviours. These are the abilities and skills you need to demonstrate when completing the SJT.

Situational judgement tests typically measure problem solving skills, team working, leadership/managerial abilities and, if applicable, customer service skills. Employers are looking for someone who has the necessary job characteristics and skills.

Final SJT scenario

You’ve a couple of key deadlines to finish by close of play. It’s 4pm now and you could easily miss both deadlines?

What’s your Most Preferred and Your Least Preferred action to take next?

(a) Work out what’s left to do and then prioritise the critical tasks for the time remaining.

(b) Focus on still doing a quality job even if you must miss a deadline.

(c) Speed up your remaining tasks so that you will still be able to meet both deadlines.

(d) Aim to achieve one deadline and to renegotiate the delivery date for the second one.

Situational Judgement Test Explained Answer:

Your Most Suitable response should have been:

Work out what’s left to do and then prioritise the critical tasks for the time remaining. Since the best outcome is to meet the deadline after making a considered judgement call. Whereas, missing any key deadline must be the worst overall outcome.

Your Least Suitable response should have been:

Focus on still doing a quality job even if you must miss a deadline. 

– See more at: What you need to know about situational judgement tests

Medical FPAS situational judgement test practice

Plus, here’s an example doctor situational judgement test:

  • It’s early morning and you are chatting with your colleague doctor. A colleague jokes they were out late at a party and feel a bit shaky this morning. Do you…?

a) Report your colleague to the authorities.

b) Advise your colleague to drink more sensibly.

c) Stop your colleague from treating any patients today.

Police situational judgement test practice

Plus, here’s an example police situational judgement test:

The manager of a large luxury clothing store is complaining to you about the large amount of theft from teenagers. This is the third time today you’ve been in this situation. Should you…?

a) Empathise with the manager and offer your help

b) Explain that now the police are involved, the thieves will be caught

c) Point out that other stores have similar problems

Civil Service situational judgement test practice

Plus, here’s an example civil service situational judgement test:

You’ve been leading your project team on a very challenging project for six months. For the second time this week, one of your closest colleagues has asked to speak to you privately. He says that he’s suffering from stress after finding the project commitments exhausting.

a) Explain his role responsibilities.

b) Offer to make changes to his job role.

c) Suggest that he goes to see a doctor.

Fireman situational judgement test practice

Plus, here’s an example fireman situational judgement test:

You’re attending a traffic accident when you are approached by an onlooker. They say they’d like to help and ask you what has happened. Would you…?

a) Insist they step aside and allow you to do your job

b) Request that they stick close behind you

c) Promise that you will get back to them later

Manager situational judgement test practice

Plus, here’s an example manager situational judgement test scenario:

You are at a meeting with your fellow managers discussing an incident which took place a couple of days ago. Although the incident was well handled, you have some concerns about the new procedures that have been introduced. Even though you feel you briefed your team on the new procedures they seemed to have difficulty knowing what to do at crucial times during the incident.

Practising psychometric test questions is known to significantly improve your chances of passing a verbal reasoning test. Try to squeeze in as much advance practice as possible so you can to improve your confidence and keep a clear head on the day. Continually review what you have learnt from practice situational judgement test sessions so that you use your time most effectively.

Situational judgement test practice. Man with clipboard interviewing woman.

When should I do my situational judgement test practise?

First think about how much time you can spare for practising situational judgement test questions. Then set aside the time so you can conduct as many practice situational judgement test sessions as possible over a period of several weeks or months. Set aside a particular time of day or week when your mind is most alert. You will improve your SJT performance the most if you undertake several practice sessions instead of one big one. At first it may seem as if you are only making small gains, but these small gains will soon add up to improved situational judgement test-taking skills.

You need this much situational judgement test practice

That depends on why you are taking the test and your current skill level. Your situational judgement test may be a key to a new job or a new stage in your life. It’s always worth maximising your situational judgement test practice opportunities when your future is at stake.

Where should I start my situational judgement test practice?

If you don’t already know exactly what type of situational judgement test you will be taking, you should find out as your first step. Knowing what to expect on your test day will give you a big advantage, so learn as much as you can about the test you are going to take. Your recruiting organisation may send you practice situational judgement test examples in advance of your SJT. 

This situational judgement test practice opportunity levels the playing field and gives everyone a fair chance – particularly important for people who have not taken a situational judgement test before.

It’s a great idea to call your prospective employer and ask for information regarding the situational judgement test you are going to complete.

Stretch yourself when practising situational judgement tests

This might seem like a quick win, but it isn’t. It will save you the time needed to work your way through the questions but it won’t improve your situational judgement skills.

Assessing Judgement & Decision-Making using SJT’s

Judgement is one of the most difficult skills to assess online. This is one of the reasons why situational judgement tests have become more and more prevalent in recent years since the first SJTs appeared on the market about fifty years ago. The two other main reasons are that situational judgement assessments also offer a fairer assessment than aptitude tests and personality questionnaires. A well-written SJT that is bespoke to a particular job role or managerial level will reflect the judgement and decision-making skills that are required.

Situational Strengths Test

An excellent example is CAPP’s Situational Strengths Test. This builds on the many advantages that SJTs have, being:

–Easy to administer to a large audience.

–Relatively strong validity.

–Can assess a sample of the relevant KSA’s.

–Refreshed items possible.

–More difficult to fake responses.

Bespoke VBR Example

  • 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.

Situational interview(s) comprising:

  • Values.
  • Competency; and
  • Technical questions.

Situational Simulation Exercises

  • Scenarios from job analysis used to design simulation exercises.
  • Parallel version developed to maximise exercise integrity.
  • And to minimise the risk of applicants sharing details of tools.
  • Without compromising the validity of the assessment process

Situational Values-Based Interview

  • We propose a structured interview comprising values, competency and technical pharmacy questions
  • Collaborate with job incumbents to design technical questions/scoring guide.

A situational judgement test, or SJT, presents realistic scenarios similar to those that would be encountered when doing a particular job. Typically, candidates must identify the Best and the Worst course of action from four multiple-choice options. In other words, you must make two “judgements” about what to do and what not to do next in the “situation” presented. An alternative SJT format asks the test-taker to rank multiple-choice options in terms of effectiveness.

Situational Judgement Test Strategies

Commonly featured as graduate recruitment sift, along with numerical reasoning and verbal reasoning tests, the SJT has several advantages:

  • SJTs are a highly effective means of measuring an applicant’s competency behaviours.
  • SJTs are a fair test with little bias due to gender or ethnic group.
  • Situational judgement test questions designed around a specific role.
  • Because SJTs are bespoke, candidates usually rate them highly as a valid application stage.

Situational judgement test tips

If you have a job description or a detailed job advert this will probably tell you some, or all, of the role’s competency behaviours. These are the abilities and skills you need to demonstrate when completing the SJT.

One of our key situational judgement test tips is that these typically measure problem-solving skills, team working, leadership/managerial abilities and, if applicable, customer service skills. Employers are also looking for someone who has the underlying characteristics and behaviours that will enable them to operate effectively in the given job role.

Passing situational judgment test sifts

  • Each SJT scenario will measure one of these competencies based on both the Best and Worst answers, so focus on getting both correct. You won’t need to get every question right, however, scoring low on any given competency will detract from your overall SJT score.
  • Other useful situational judgement test tips include the fact that each SJT scenario requires you to make an effective judgement. This will involve prioritising which aspects of the scenario are most important to fix first.

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  • Identifying and addressing this vital element of each scenario is the key to passing a situational judgement test. Any answer option that does not move the scenario situation forward will not be the correct “Best” action to take. The “Worst” answer option will be one that makes the situation even worse.
  • While several answer options may seem like a sufficient solution in the short-term, you shouldn’t be looking for a quick and easy stop-gap solution. The “Best” solution will always be the one that actually solves the problem. You need to identify a medium- to a long-term solution that has lasting benefits.

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Why use Situational Judgement Tests?

Candidates prefer SJTs compared to cognitive ability and personality tests.

Traditionally, selection into medical education professions has focused primarily upon academic ability alone.

There are mounting calls to widen access to medicine, to ensure that selection methods do not unfairly disadvantage individuals from specific groups (e.g. regarding ethnicity or socio-economic status) so that the future workforce adequately represents society as a whole.

What are Situational Judgement Tests?

Firstly, situational judgement tests (SJTs) assess individuals’ reactions to a number of hypothetical role-relevant scenarios, which reflect situations candidates are likely to encounter in the target role.

Secondly, in our opinion, SJTs measure pro-social Implicit Trait Policies (ITPs) – shaped by socialisation processes. For example, helping others in need), or disagreeable actions (e.g. advancing one’s own interest at others, expense).

SJTs have significant added value (incremental validity) over and above other selection methods such as knowledge tests, measures of cognitive ability, personality tests and application forms. SJTs have lower adverse impact compared to other selection methods, such as cognitive ability tests.

Are situational judgment tests valid?

Specifically, evidence consistently shows that SJTs used in medical selection has good reliability, and predict performance across a range of medical professions, including performance in general practice, in early years (foundation training as a junior doctor) and for medical school admissions.

SJTs have the benefit of being appropriate both for use in a selection where candidates are novices (i.e. have no prior role experience or knowledge such as in medical school admissions) as well as settings where candidates have substantial job knowledge and specific experience (as in postgraduate recruitment for more senior roles). An SJT specification (e.g. scenario content, response instructions and format) may differ depending on the level of job knowledge required.

Personality test trends in 2019

Candidates may also have to take a personality test as part of the recruitment process. There is a vast array of personality tests, which pose questions about a candidate’s behaviour and personal preferences. A typical question may ask whether you prefer attending parties or staying home with a good book. These personality tests help employers to determine whether a candidate has the right profile for the role.

Personality Tests Trend 2019 – Biodata questions

Personality biodata questions measure a variety of constructs, including attitudes, personality attributes, interests, skills/abilities, past events and experiences. An individual’s learning history is of particular interest.

My Practice aptitude test books 

Firstly, Passing Verbal Reasoning Tests book.

Secondly, Passing Numerical reasoning Tests book.

Additional assessment practice

Our psychometric test designs

Strengths Design  ~ Realistic Job Preview Design ~ Personality Test Design ~ Situational Judgement Test Design ~ Psychometric Test Design.

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