A Situational Judgment Test (SJT) is a type of assessment used by employers to evaluate a candidate’s judgment and decision-making abilities in various work-related scenarios. SJTs present hypothetical situations that require the candidate to make a decision or take an action. The candidate is then evaluated based on the quality of their response.
To prepare for an SJT test, it is important to become familiar with the format and the types of scenarios that may be presented. Practice tests are available online or in books and can help you prepare for the test. It’s also important to review your judgment and decision-making skills and consider strategies for improving them.
The SJT Practice Pack:
If you are invited for a situational judgment test, this is the right pack for you! You will find different scenarios, simulations, the real tests and gain confidence and knowledge how to choose your answers better. This pack includes general SJT test pratice and bonus practice for the following positions: management, administration, supervisor, interpersonal, customer service, call center, and sales positions.
In the pack, you will also find a study guide and access for 6 months to the practice materials.
The pack includes SJT practice materials for all positions and tailor made practice tests for candidates for management, administration, interpersonal, supervisor, customer service, call center, and sales positions.
Job types that might require you to pass an SJT are:
- Firefighters
- Customer service
- Management and supervisory
- Administrative positions
- Civil service
- Police
- Nurses
- Engineers
SJT Format
SJTs are multiple-choice tests that are usually timed. Most SJTs start with a given scenario and have 25-50 to scenarios in total. The scenarios are based on realistic but hypothetical job experiences. After reading each situation, you will be presented with a number of possible responses.
There are Two Main SJT Question Styles:
1. Selecting Questions – Your goal is to select the most or least appropriate choice out of the ones given. A variation of this format is to ask you to select multiple favorable or least favorable choices for your answer.
2. Ranking/Rating Questions – You may encounter scenarios that require you to rank or rate the given responses from best to worse.
Types of SJT Scenarios
Each SJT scenario is presented with a conflict that you are responsible for resolving. Even though the situations are hypothetical, they are realistic and, therefore, present challenging experiences where you must use critical thinking and strong intrapersonal skills to choose the most effective responses.
The conflicts can be about a number of relationships and are largely job-specific, as each job has specific traits and key aptitudes they are looking for in future employees. A police applicant is going to have a vastly different SJT than a customer service applicant, for example.
Let’s look at the kinds of relationship scenarios that you might encounter during your test.
Employee-Customer– In this situation, you, the hypothetical employee, are put into a conflicting scenario with a customer. You will be required to choose the best (or worst) way to respond to the given situation.
Supervisor-Subordinate– These scenarios involve a stressful situation involving you as the subordinate and a supervisor. Your job is to understand your position in relation to theirs and choose the best way to proceed.
Employee-Work Colleagues– In this scenario, your work is being negatively affected by colleagues. You must be able to show employers that you have good conflict-management skills by attempting to resolve these situations independently. Responses that resort to upper management to resolve situations should be saved for extenuating circumstances.
Intrapersonal– These scenarios involve your morality and how you work independently.
Free SJT Sample Questions
Free These sample questions illustrate the types of scenarios you might encounter on an SJT and the competencies these tests are designed to assess, such as communication, ethical judgment, teamwork, and stress management. Practicing with similar questions can help you prepare for the actual test
Sample Question 1
While you’re leaving work, you see Robert, a colleague, clocking out both himself and his friend, John. You don’t recall John being at work today.
Rank the following responses from best to worse.
A. Text John to see what he’s up to.
B. Don’t say anything. It’s none of your business.
C. Let your manager know in case it happens again.
D. Ask Robert if John was at work today to clarify.
Answer: D, A, C, B
There might be a reason why Robert is clocking out John. Though you can tell the manager, it’s best to clear things up with Robert in a nonconfrontational way before getting anyone else involved.
Sample Question 2
A big project is due at the end of this week. You’re almost done, but then you notice you’ve made a mistake that is going to take days to rectify.
Choose the best way to precede.
A. Stay up all week to try to finish.
B. Inform your supervisor and complete as much as you can.
C. Inform your supervisor and see if any colleagues can assist you.
D. Submit it without correcting it.
Answer: C.
Keeping your supervisor informed and working as a team reflects strong communication skills and knowing your limitations.
Sample Question 3
You are a customer service representative, and you have a long list of tasks to complete before the end of the day. As you are working, a customer calls with an urgent issue. How do you handle this situation?
Options:
A. Continue working on your current tasks since you need to meet your deadlines.
B. Ask a colleague to handle the customer call so you can continue with your tasks.
C. Immediately address the customer’s issue, as customer satisfaction is a priority.
D. Tell the customer you will call them back later when you have more time.
Most Appropriate Response:
C. Immediately address the customer’s issue, as customer satisfaction is a priority.
Rationale: Handling urgent customer issues promptly demonstrates good customer service skills and aligns with the priority of maintaining customer satisfaction.
Understanding SJT scores and feedback
SJT scores are typically presented in the form of a numerical score or a ranking compared to other candidates who have taken the same assessment. The score is usually based on how well the candidate performed on each scenario presented in the test. A higher score generally indicates better judgment and decision-making abilities.
To understand SJT scores and feedback, it’s important to review your performance on each scenario presented in the test. Pay attention to the scenarios where you scored lower and identify areas where you could improve your judgment and decision-making abilities. Use the feedback provided to guide your preparation for future assessments.
Prepare for Your SJT Test
If you want to ace your SJT, then you will need to identify the top qualities within your job role and anticipate your response to these scenarios. Let’s look at tips on how to pass the SJT.
- Take a practice SJT under similar conditions to what you will be taking in the real exam.
- Familiarize yourself with the kinds of attributes each question is looking for according to the job.
- Remember your job role and try to answer with your job’s limitations and requirements in mind.
- Study and review practice questions that are hard to answer.
- Time yourself to get used to working under pressure.
The best way to prepare for an SJT is by taking a pre-assessment. We offer a wide variety of practice questions and supplemental material that can help you score high on your test and get the job you want.
Situational judgement test FAQs
1. What is a Good Score on a Situational Judgement Test?
A good score on a Situational Judgement Test (SJT) can vary depending on the organization and the specific role for which you’re applying. Generally, a good score is one that places you in the top percentile of applicants. Many companies use a percentile ranking system, where a score in the 70th percentile or above is considered competitive. However, it’s important to check the specific requirements or benchmarks of the organization you’re applying to, as some may have different criteria for what they consider a “good” score.
2. How Can I Improve My SJT Score?
Improving your SJT score involves understanding the competencies and values that the test is assessing. Here are some tips to help you improve:
- Understand the Core Competencies: Most SJTs are designed to assess key competencies such as decision-making, problem-solving, teamwork, communication, and ethical judgment. Familiarize yourself with these competencies and think about how you would demonstrate them in different scenarios.
- Practice with Sample Tests: Use practice tests to get a feel for the types of questions that will be asked. This can help you become more comfortable with the format and timing of the test.
- Reflect on Past Experiences: Consider situations you’ve faced in past jobs, volunteer work, or even academic settings. Reflecting on how you handled those situations and what you learned can provide insights into how to approach similar scenarios on the test.
- Seek Feedback: If possible, get feedback on your practice tests from someone familiar with SJTs. They can provide guidance on areas where you may need improvement.
3. What to Read for SJT?
To prepare for an SJT, it’s helpful to read material related to the competencies being assessed. This can include:
- Company Literature: Read the company’s website, mission statement, and any available materials that outline their values and culture. Understanding what the company prioritizes can help you tailor your answers to align with their expectations.
- Competency Frameworks: Look for competency frameworks related to the role you’re applying for. These frameworks can provide a detailed breakdown of the behaviors and skills the organization is looking for.
- Leadership and Management Books: Books on leadership, management, decision-making, and teamwork can offer valuable insights into how to handle various workplace situations.
4. Can You Fail a Situational Judgement Test?
While you can’t “fail” a Situational Judgement Test in the traditional sense, your performance can affect your application outcome. SJTs are used to assess whether your judgment aligns with the company’s values and competencies. If your score is significantly below the company’s benchmark, it may indicate that you are not a good fit for the role or organization, potentially disqualifying you from further consideration in the hiring process.
5. How Do You Prepare for a Situational Judgement Test?
Preparation for an SJT involves a combination of research, reflection, and practice:
- Research the Company: Understand the company’s values, culture, and the specific competencies required for the role.
- Practice Tests: Take online practice tests to familiarize yourself with the format and types of questions asked. This can also help you improve your timing and accuracy.
- Reflect on Your Experiences: Think about past experiences where you’ve demonstrated key competencies such as teamwork, problem-solving, or leadership. Consider how these experiences might translate to the scenarios presented in the test.
- Stay Calm and Focused: During the test, read each scenario carefully and consider the implications of each possible response. Choose the answer that best reflects sound judgment and aligns with the company’s values.
SJT Test by Provider
Provider | Description | Features |
---|---|---|
SHL | Leading provider of psychometric tests, including SJTs. | Realistic job scenarios, candidates choose the most and least effective responses. |
Talent Q (Korn Ferry) | Offers a variety of psychometric tests, including SJTs. | Adaptive testing, real-life work scenarios, tailored to specific job roles. |
Cubiks | Provides a range of assessments, including SJTs for various industries. | Focus on practical and realistic job scenarios, assesses decision-making and behavioral tendencies. |
Aon Assessment | Offers SJTs as part of their comprehensive assessment suite. | Engaging multimedia scenarios, measures competencies and soft skills. |
PSI | Offers a wide range of assessment tools, including SJTs. | Real-world job situations, measures judgment, problem-solving, and interpersonal skills. |
Saville Assessment | Provides SJTs as part of their aptitude and personality assessments. | Scenario-based questions, assesses fit for specific roles and organizational culture. |
Pearson VUE | Known for their wide range of educational and professional assessments. | Customizable SJTs, scenarios relevant to various industries and roles. |
Cappfinity | Offers strengths-based assessments, including SJTs. | Focus on candidate strengths, realistic job scenarios, measures potential and fit. |
Kenexa (IBM) | Provides a suite of talent assessment tools, including SJTs. | Interactive scenarios, measures situational judgment, and role-specific competencies. |
Cut-e (Aon) | Specializes in online assessment solutions, including SJTs. | Adaptive and interactive scenarios, tailored to specific industries and roles. |