Situational Judgment Tests: Higher Fidelity in Pre-Employment Testing
Situational judgment tests (SJTs) are a type of assessment typically used in a pre-employment context to assess candidates’ soft skills and decision-making abilities. As the name suggests, we are not trying to assess something like knowledge, but rather the judgments or likely behaviors of candidates in specific situations, such as an unruly customer. These tests have become a critical component of modern recruitment, offering employers valuable insights into how applicants approach real-world scenarios, with higher fidelity than traditional assessments. In this article, we’ll define situational judgment tests, explore their benefits, and provide an example question to better understand how they work.
What is a Situational Judgment Test?
A Situational Judgment Test (SJT) is a psychological assessment tool designed to evaluate how individuals handle hypothetical workplace scenarios. These tests present a series of realistic situations and ask candidates to choose or rank responses that best reflect how they would act. Unlike traditional aptitude tests that measure specific knowledge or technical skills, SJTs focus on soft skills like problem-solving, teamwork, communication, and adaptability. They can provide a critical amount of incremental validity over cognitive and job knowledge assessments.
SJTs are widely used in recruitment for roles where interpersonal and decision-making skills are critical, such as management, customer service, and healthcare. They can be administered in various formats, including multiple-choice questions, multiple-response items, video scenarios, or interactive simulations.
Example of a Situational Judgment Test Question
Here’s a typical SJT question to illustrate the concept:
Scenario:
You are leading a team project with a tight deadline. One of your team members, who is critical to the project’s success, has missed several key milestones. When you approach them, they reveal they are overwhelmed with personal issues and other work commitments.
Question:
What would you do in this situation?
– Report the issue to your manager and request their intervention.
– Offer to redistribute some of their tasks to other team members to ease their workload.
– Have a one-on-one meeting to understand their challenges and develop a plan together.
– Leave them to handle their tasks independently to avoid micromanaging.
Answer Key:
While there’s no definitive “right” answer in SJTs, some responses align better with desirable workplace behaviors. In this example, Option 3 demonstrates empathy, problem-solving, and leadership, which are highly valued traits in most professional settings.
Because SJTs typically do not have an overtly correct answer, they will sometimes have a partial credit scoring rule. In the example above, you might elect to give 2 points to Option 3 and 1 point to Option 2. Perhaps even a negative point to some options!
Potential topics for SJTs
Customer service – Given a video of an unruly customer, and how would you respond?
Difficult coworker situation – Like the previous example, how would you find a solution?
Police/Fire – It you made a routine traffic stop and the driver was acting intoxicated and belligerent, what would you do?
How to Develop and Deliver an SJT
Development of an SJT is typically more complex than knowledge-based tests, both because it is more difficult to come up with the topic/content of the item as well as plausible distractors and scoring rules. It can also get expensive if you are utilizing simulation formats or high-quality videos for which you hire real actors!
Here are some suggested steps:
- Define the construct you want to measure
- Draft item content
- Establish the scoring rules
- Have items reviewed by experts
- Create videos/simulations
- Set your cutscore (Standard setting)
- Publish the test
SJTs are almost always delivered by computer nowadays because it is so easy to include multimedia. Below is an example of what this will look like, using ASC’s FastTest platform.
Advantages of Situational Judgment Tests
1. Realistic Assessment of Skills
Unlike theoretical tests, SJTs mimic real-world situations, making them a practical way to evaluate how candidates might behave in the workplace. This approach helps employers identify individuals who align with their organizational values and culture.
2. Focus on Soft Skills
Technical expertise can often be measured through other assessments or qualifications, but soft skills like emotional intelligence, adaptability, and teamwork are harder to gauge. SJTs provide insights into these intangible qualities that are crucial for success in many roles.
3. Reduced Bias
SJTs focus on behavior rather than background, making them a fairer assessment tool. They can help level the playing field by emphasizing practical decision-making over academic credentials or prior experience.
4. Efficient Screening Process
For roles that receive a high volume of applications, SJTs offer a quick and efficient way to filter candidates. By identifying top performers early, organizations can save time and resources in subsequent hiring stages.
5. Improved Candidate Experience
Interactive and scenario-based assessments often feel more engaging to candidates than traditional tests. This positive experience can enhance a company’s employer brand and attract top talent.
Tips for Success in Taking an SJT
If you’re preparing to take a situational judgment test, keep these tips in mind:
– Understand the Role: Research the job to better understand the types of situations that might be encountered, and think through your responses ahead of time.
– Understand the Company: Research organization to align your responses with their values, culture, and expectations.
– Prioritize Key Skills: Many SJTs assess teamwork, leadership, and conflict resolution, so focus on demonstrating these attributes.
– Practice: Familiarize yourself with sample questions to build confidence and improve your response strategy.
Conclusion
Situational judgment tests are a powerful tool for employers to evaluate candidates’ interpersonal and decision-making abilities in a realistic context, and in a way that is much more scalable than 1-on-1 interviews.
For job seekers, they offer an opportunity to showcase soft skills that might not be evident from a resume or educational record alone. As their use continues to grow across industries, understanding and preparing for SJTs can give candidates a competitive edge in the job market.
Additional Resources on SJTs
Lievens, F., & Sackett, P. R. (2012). The validity of interpersonal skills assessment via SJTs: A review. Journal of Applied Psychology, 97(1), 3–17.
Weekley, J. A., & Ployhart, R. E. (Eds.). (2005). Situational judgment tests: Theory, measurement, and application. Psychology Press.
Christian, M. S., Edwards, B. D., & Bradley, J. C. (2010). Situational judgment tests: Constructs assessed and a meta-analysis of their criterion-related validity. Personnel Psychology, 63(1), 83–117.
Nathan Thompson, PhD
Latest posts by Nathan Thompson, PhD (see all)
- Situational Judgment Tests: Higher Fidelity in Pre-Employment Testing - November 30, 2024
- What is an Assessment-Based Certificate? - October 12, 2024
- What is Psychometrics? How does it improve assessment? - October 12, 2024
