Situational Judgement

Discover, Draft, Approve, Launch

 

Measure a candidate’s values, attitude & approach
to everyday tasks in your organisation

Understand how they will perform BEFORE they join!

What is a Situational Judgement Test?

A Situational Judgement Test (SJT test or Situational Strengths Test) measures the skills and behaviours of individuals in work-related situations. These include their soft-skills, common sense, non-academic behaviours and practical intelligence.

With four approaches to prioritise, you can understand their values and behaviours in given situations of your choice.

Whilst generalist SJT’s are available, maximum value is gained when we create a bespoke Situational Judgement Test for your company and it’s unique challenges. This approach enables us to work closely with you to align the judgement test to the specific characteristics, values, attitude and unique culture of your company.

Results from this are likely to be far more applicable and useful in your recruitment process.

Creating Your Situational Judgement Tests

Simple steps, painless process, cost effective and highly valuable.

STEP 1

%

DISCOVER

Skillsarena Consultant will learn about your culture, scenarios and roles.

STEP 2

%

DRAFT

Our Consultant will draft scenarios which reflect your company for your review.

STEP 3

%

APPROVE

Together we will review the content and make any adjustments required.

STEP 4

%

LAUNCH

A pilot of the test will be completed on existing staff to validate the content.

Situational Judgement Test : Sample Question:

You have just had your monthly review & your line manager has praised you for your work & you feel happy with the outcome of the review.  You are also delighted that they have not noticed that you are still unable to use one of the IT applications required for your role.

Up until now, you have been able to ask a colleague to do this for you. You know that this must improve but you only have another 6 weeks in this placement.

What action would you take?

Response One:

Be delighted for the praise & agree with the positive feedback from your manager.  After the meeting, arrange with your colleague to give you the training you need so that you will be able to complete all aspects of the role efficiently.

Response Two:

Recognise that you are using up other people’s time & being dishonest with yourself and your line manager. Set aside time for self-development to build these skills.

Response Three:

Focus on your line manager’s praise & plan to avoid future roles where the areas you are less capable might be exposed.

Response Four:

Tell your line manager that you are grateful for the praise but you feel as though you need more training on the IT systems.


Why use an Situational Judgement Test?

why use rjp

By using real life work scenarios you are able to get a better understanding of how the candidate may operate if they were to join your organisation. There are benefits to both candidates and an organisation:

For the individual: Taking a Situational Judgement Test for a company can actually provide them with an insight into the company culture, values and ethics and give them a good indication of what it would be like to work in that environment.

For Companies: A Situational Strengths Test is a very cost-effective yet powerful way to select potential strong performers from a large group of candidates. This is also a good selection method for those with little or no work experience such as Graduates.

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