Situational Judgment Tests or SJTs can help you to know which candidate is able to think critically and to make the best decisions. They present the test taker with scenarios that are similar to those that they might face in the target job. Each scenario describes a work-related situation and asks the candidate to make a decision or choose the action they would do if they were in that situation. For example, one question might be, “what would you do FIRST or what is the MOST important action to take?”. For each question, candidates are given several possible responses. They must choose the best response which reflects their intended actions and decisions based upon their analysis of the situation. The responses are scored according to a relative level of effectiveness as determined earlier by a Subject Matter Expert (SME) panel. You will know which candidate can think the best and make the best decisions.

…the growing consensus of the group was that they wanted to be able to identify employees who had the ability to figure out new and better ways to build relationships with customers, discover and meet customer needs, gain commitments, use available resources, negotiate mutually beneficial contracts, and to offer new products and services to existing customers. The organization’s business and target market was changing rapidly, becoming more global and competitive. New relationships with customers, shippers, and partners were emerging. Even though they valued employees who possessed the more traditional sales competencies of influencing, achieving, prospecting, negotiating, and so on, they concluded that the competency that will drive the organization forward to higher productivity and profit was ‘critical thinking’.
Share