What are they?

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.

Uses for Situational Judgment Tests (SJTs)

• Certification—integral to an organization's training and certification efforts, SJTs help to ensure that internal and external partners have mastered training concepts and can apply the knowledge to service accounts or new equipment.


• Training Needs Assessment—SJTs can identify the strengths and gaps in employee skills, help to refocus training efforts, or assess the impact of training and development efforts.


• Leader Development—a key feature of an organization's leadership development and/or succession planning initiative, SJTs can identify high performers and future leaders. Sample competencies measured may include critical thinking, leading and influencing others, sales and service, market analysis, customer relationship management.


• Hiring—SJTs can help to ensure that only the best and most qualified candidates are offered jobs, thereby enhancing productivity, increasing retention, and lowering overall employee recruiting and screening costs.

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