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. The following image shows an example of the format for one situational judgement style question: SJTs are always multiple-choice no answers other than the options listed are allowed. It is the candidate’s job to choose between these possible options and judge which is the most effective course of action to take and therefore which action they would take if faced with this situation. There are usually around 4 or 5 actions but this varies. For each situation, a number of possible actions are suggested. Situational judgement tests present candidates with a range of different situations that they might experience in the job for which they are applying. Currently organisations as diverse as Waitrose, the NHS, PricewaterhouseCoopers, Sony, Wal-Mart, Deloitte, John Lewis, the law firm Herbert Smith, the Fire Service and many more, are using SJTs as part of their recruitment process. Situational Judgement Tests (or ‘SJTs’, as they are often abbreviated to) come in a great variety of guises and have been growing in popularity as an assessment method since the late nineties. So what are situational judgement tests and how do they work?

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