Situational judgement tests are a perfect way to assess a potential employee’s core competencies in relation to the role which they will be performing. By placing them in simulated situations based on what they may experience at work, employers are offered a unique insight into a potential employee’s job-related judgment calls, cognitive ability and problem-solving abilities.
As well as being very cost-effective, well-designed and convenient to deploy, SJTs allow employers to save time and resources by easily prioritising the top talent from a large pool of applicants.
Additionally, this test-taking can form part of a standardised recruitment process if the role is regularly open. This can be especially effective when hiring for positions for which candidates are likely to have little to no work experience, such as entry-level positions or graduate schemes.
Taking ability tests, aptitude tests, or any other kind of situational judgement test as an applicant can be hugely beneficial both for serving as a window into the inner workings of an organisation and for the candidate’s personal development.
When an SJT has been created to bespoke specifications, it will undoubtedly reflect an organisation’s company culture, values and ethics, offering candidates a high-level indication of what it would be like to work in that environment. As candidates will receive a realistic job preview, employee retention is much more likely.
Additionally, as SJTs are engaging psychometric tests, they allow candidates to learn more about the requirements of the position for which they are applying.
Results from bespoke assessments will be far more applicable and useful in your recruitment process and are more likely to produce hires of a higher quality.