A graduate situational judgement test presents realistic early-career work situations and asks candidates to choose the most and least appropriate responses. This guide explains what the Viewpoint Graduate SJT measures, works through a generic example, explains why SJTs suit graduate hiring, and gives practical advice for employers and candidates.

Why SJTs suit graduate recruitment

Graduate applicants usually have little work experience, so CVs tell employers more about education than about how someone will behave at work. An SJT fills that gap by showing how candidates judge realistic workplace situations. It also gives candidates a preview of the job, which helps them decide whether the role is right for them.

The Viewpoint Graduate SJT presents 16 realistic job scenarios from early-career roles across different industries. For each one, candidates choose the most and least appropriate responses. It is untimed and takes up to 15 minutes. It measures four competencies:

• Teamwork: working with others to maximise outcomes.

• Problem Solving: gathering enough information to make valid decisions and solve problems.

• Meeting Expectations: working systematically to achieve performance expectations.

• Professional Integrity: showing genuine commitment to company standards and values.

Three reports come as standard, including an Interview Report.

A worked example

The following is a generic illustration written for this article, not an item from the Viewpoint test.

You are three months into a graduate scheme. Your project team has a presentation to a client next week, and one team member has not delivered their section. Four possible responses are:

• A. Write their section yourself without telling anyone.

• B. Talk to them privately, ask whether something is getting in the way, and agree what help they need to finish on time.

• C. Tell your manager immediately that they are letting the team down.

• D. Leave it, since it is their responsibility.

B would usually be seen as most appropriate: it is supportive, finds out the cause and keeps the deadline in view. D is the clearest least appropriate, since it risks the client presentation. A solves the short-term problem but hides it, and C may be necessary later but skips a sensible first step.

What research says

Reviews of SJT research by Lievens, Peeters and Schollaert found that SJTs predict job performance and are generally well accepted by candidates, who see them as relevant to the job [1]. Christian, Edwards and Bradley's meta-analysis showed that SJTs designed around specific constructs, such as teamwork, predict performance in those areas well [2]. Research also suggests SJTs tend to show smaller group differences than many cognitive tests, which supports fair, diverse graduate intakes.

Using a graduate SJT well

For employers, use the SJT early in the process to manage high application volumes, alongside ability tests and a structured interview or assessment centre. Interpret results in bands from Very Low to Very High, and use the Interview Report to explore competencies where results are lower.

For candidates, read each situation and all options carefully. Think about what an effective, ethical new graduate would do, not what is quickest or most impressive. The least appropriate choice matters too.

See the Graduate SJT page, our Apprentice SJT, or our article on the benefits of SJTs.

Frequently asked questions

How long does the Graduate SJT take?

It is untimed and takes up to 15 minutes, with 16 scenarios.

Is it industry-specific?

No. The scenarios come from early-career roles across different industries.

What reports are available?

Three reports come as standard, including an Interview Report with questions for each competency.

Can I prepare?

You cannot learn the answers, but reading carefully and thinking about professional standards at work will help.

References

1. Lievens, F., Peeters, H. & Schollaert, E. (2008). Situational judgment tests: a review of recent research. Personnel Review, 37(4), 426–441.
2. Christian, M. S., Edwards, B. D. & Bradley, J. C. (2010). Situational judgment tests: constructs assessed and a meta-analysis of their criterion-related validities. Personnel Psychology, 63(1), 83–117.