The Situational Judgement Test is an assessment form in which contenders are exposed to practical, real-life situations to test their ability to cope with work scenarios. An applicant has multiple choices to choose from and has to assess the pros and cons of each option to decide the best course of action. Organisations such as Waitrose, the NHS, PricewaterhouseCoopers, Sony, Wal-Mart and Deloitte use SJTs as part of their recruitment process.
SJTs are an inexpensive and holistic methodology of candidate’s assessment. They use virtual reproductions of potential circumstances with video, animation or words. It is meant to imitate the actual job and its requirements.
Below is an example of an SJT scenario:
At the end of a day at work, you accidentally send an e-mail containing some confidential client information to the wrong person.
Which of the following would be the best thing to do?
- Decide to leave the office and deal with any problems tomorrow.
- Decide to overlook your error, send the e-mail to the correct person and leave things like that.
- Correct your error promptly by following up with the accidental addressee and speaking to the right person about your blunder.
- Find your manager, explain what has happened to them and let them deal with any problems.
- This is the worst decision. In this scenario, you would have sent the wrong person the important email, but not have sent the correct individual the email.
- This is not an adequate decision. Although you do send the email to the right person, you do not rectify the error you have made, which you must do.
- This is the most practical decision. In this scenario, you explain your mistake to your colleague and send the email to the correct person, apologising for your snafu.
- This is not a valid decision. If the contents of your email are very confidential, then it would be a good idea to explain your mistake to your manager. However, it is not necessary to pass this type of issue to your boss to deal with, when you could quite easily handle this yourself.