Situational judgement tests can be presented in a variety of different ways and ask candidates for different ways to respond to the situations presented. Different styles of situational judgement tests It is useful to be aware of where you might come across SJT questions although the way that you approach them should be the same, regardless of the other elements of the process. Then you might be interrupted by a video of someone asking your advice on an issue and given four responses to choose from. You would be asked to make decisions about the documents and respond to the emails. You would then be told to imagine that you are the manager of a team of sales people and given access to an email inbox and folders of documents. Employers use these to try and create as realistic a situation as possible for the employer to test how the candidate will respond to the ‘real’ demands of the job.įor example, in a job simulation test for a sales manager role, as a candidate, you would log on to a specified website. They can incorporate various different media such as video, animation and written text. Job simulations are usually presented online or computer-based. So the recruitment process for a graduate training scheme or internship programme is a likely place to find an SJT whereas assessments for more senior positions are less likely to include one.Įmployers may use SJTs on their own as a sifting tool or sometimes they will include SJT questions in a realistic job simulation which might also include an in-tray exercise and ability measures such as numerical reasoning. Employers will be more likely to use an SJT if they have a high volume of candidates applying for a role or position and if they recruit for this position on a regular basis. Why employers use situational judgement testsįor employers, SJTs are a very cost effective, powerful and convenient way to select the potential strong performers from a large group of candidates. Although customers may not like to be put on hold, it is the only way to solve the issue at hand. After contacting the engineer you will know whether to re-schedule the appointment, or whether a re-schedule will not be necessary. This is the most effective response as it directly takes control of the situation, and will ultimately provide the information to make a more informed decision. 4) Ask the customer to hold while you contact the engineer to establish where she is.3) Explain that the engineer has a very busy schedule and it's difficult for her to always be on time but you’re sure she will arrive soon.2) Listen to the customer’s feedback and tell them that you can understand why they are upset and that it must be very inconvenient for them.1) Apologise to the customer and say you will arrange for a re-scheduled appointment.

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