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There are no right or wrong answers per se, and indeed none of the responses may include your instinctive response to the scenario. Using your knowledge of the employer and the role for which you are being assessed, you select the response which answers the question while also conveying the competencies that the employer seeks.
For the most part, and in more junior or graduate positions, the skills being assessed will largely be obvious: communication skills, team working, building relationships, commercial awareness.
For more senior management roles, these could include motivation, strategy, delivering results and long-term planning.
Situational judgement tests are typically used by recruiters for roles where they have a high volume of applicants, which often includes graduate roles.
Employers also use SJTs when the majority of candidates may have similar academic results and they are looking for other ways to filter.
SJTs are also used by medical and dental schools. SJT are usually bespoke, employer-specific tests designed to assess judgement and behaviours deemed important.
Of course, as the candidate you would hope to use your intelligence to be able to answer the questions in a way that demonstrates those behaviours.
But the employer will want to find out how you would really behave in a situation, not how you think you should, so the questions will be designed to strike a balance.
Situational judgement tests are also useful in assessing softer skills and non-academic competencies. They are often but not exclusively used alongside other tests, such as e-tray exercises , the Watson Glaser test , group exercises and presentations.
A SJT is usually taken via computer, which allows the results to be automatically generated to create a combined score, which is then passed to the employer.
Individual responses may also be provided to allow the employer to assess specific competencies. It is likely your score will also be presented in a ranking of all the other candidates, to provide context.
A SJT will usually form part of the assessment day alongside interviews, numeracy tests and group exercises and presentations.
Occasionally an SJT might be a paper exercise but that is rare — and they are usually written answers rather than verbal.
Situational judgement tests are multiple-choice tests in which you are asked to respond to between 25 and 50 descriptions or scenarios.
Each correct answer is worth one mark. Each short scenario or description will be followed by a question and some choices. All the information is contained within the question and you do not need to know any further information to be able to answer the question.
Often but not always, one or two of the options will include responses which are clearly unethical or against company values.
Any response which replies on workplace politics — rather than on your analytic abilities — is also unlikely to be the correct answer. The best way you can prepare for taking a SJT is by reading our situational judgement test tips , researching the company and then by practicing situational judgement test questions.
First, consider the key competencies your prospective employer states in the job description. Then, in each practice question, see whether you can identify which competency is being assessed.
In each scenario, read the passage and select how you would most likely and least likely respond. Practice as many situational judgement tests as you can, and note which ones you typically get wrong.
Is there any pattern to the types of scenarios to which you find it hard to pick out the right answer or that take you a long time to answer? Read the analysis of each statement and note down where you erred.
We recommend that you research the following situational judgement test providers and familiarise yourself with their test questions:.
A UK-based psychometric test provider. Pearson is one of the largest educational companies worldwide and is based in the UK.
This SJT is aimed at graduate-level jobs and takes around 30 minutes to complete. SHL is the original aptitude test provider and the one that you are most likely to encounter.
When practicing situational judgement tests, you should seek to experience a variety of question types that address key competencies — communication, teamwork and decision-making skills, for example.
As you practice, note down which types of questions are tripping you up and use our practice situational judgement test questions to get quicker at spotting the best answers.
A Be honest with your manager, outlining that your current project and your colleague will continue to need your input until the end of the first project.
B Accept the second project and explain to your manager that you will work extra hours and weekends to ensure that you can dedicate sufficient time to both projects for the immediate term.
This will ensure that your less experienced colleague is not abandoned but that you can still take on the new project. C Tell your manager that you would love to take on the second project and make assurances that you will successfully deliver both by giving your colleague on the first project more autonomy but will continue to regularly meet with them and be on hand for issues as they arise.
D Agree to take on the second project but set up daily calls with your less experienced colleague who is working on the first project to ensure that they remain on track and that you know everything that is happening.
That way you can continue to oversee the first project as well as managing the second one. A Tactfully suggest the group should focus on the suggestions that are more in keeping with the current product lines.
This will give the group more focus and will get them moving on to the next stage more effectively. B Suggest that as a group you create a series of criteria against which to review all of the suggestions made so far.
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