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Choose a test to see an example question, the test format and sample reports.

Example from the Apprentice SJT

Apprentice SJT

Choose the most and least appropriate responses to 16 apprentice situations. Untimed, up to 15 minutes.

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Example from the Graduate SJT

Graduate SJT

Choose the most and least appropriate responses to 16 graduate situations. Untimed, up to 15 minutes.

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Example from the Team Leader SJT

Team Leader SJT

Choose the most and least appropriate responses to 16 team leader situations. Untimed, up to 15 minutes.

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Example from the Manager SJT

Manager SJT

Choose the most and least appropriate responses to 16 management situations. Untimed, up to 15 minutes.

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Example from the Leader SJT

Leader SJT

Choose the most and least appropriate actions in 16 leadership situations. Untimed, 10 to 15 minutes.
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Example from the Graduate Financial Services SJT

Graduate Financial Services SJT

Choose the most and least appropriate responses to graduate situations in financial services. Untimed, about 10 minutes.

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Example from the Manager Financial Services SJT

Manager Financial Services SJT

Choose the most and least appropriate responses to management situations in financial services. Untimed, about 10 minutes.

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Example from the Legal Administrator SJT

Legal Administrator SJT

Choose the most and least appropriate responses to 16 situations in a law firm administration role. Untimed.

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Example from the Paralegal SJT

Paralegal SJT

Choose the most and least appropriate responses to 16 paralegal situations. Untimed.

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Example from the Trainee Solicitor SJT

Trainee Solicitor SJT

Choose the most and least appropriate responses to 16 trainee solicitor situations. Untimed.

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Example from the Trainee Accountant SJT

Trainee Accountant SJT

Choose the most and least appropriate responses to 16 trainee accountant situations. Untimed.

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Example from the Facilities Management SJT

Facilities Management SJT

Choose the most and least appropriate responses to 12 facilities management situations. Untimed.

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Example from the Sales SJT

Sales SJT

Choose the most and least appropriate responses to 12 sales situations. Untimed.

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Example from the Barista SJT

Barista SJT

Choose the most and least appropriate responses to realistic barista situations. Untimed, about 15 minutes.

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Example from the Customer Service SJT

Customer Service SJT

Choose the most and least appropriate responses to 16 retail customer service situations. Untimed.

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Example from the Contact Centre SJT

Contact Centre SJT

Choose the most and least appropriate responses to 16 contact centre situations. Untimed.

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Example from the Administrator SJT

Administrator SJT

Choose the most and least appropriate responses to 12 administrator and PA situations. Untimed.

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Example from the Residential & Home Care SJT

Residential & Home Care SJT

Decide how best to respond across 16 linked steps of visits to 4 care clients. Untimed.

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Example from the Nurse SJT

Nurse SJT

Decide how best to respond across 16 linked steps of rounds with 4 patients. Untimed.

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Example from the Customer Experience Advisor (Rail Industry) SJT

Customer Experience Advisor (Rail Industry) SJT

Choose the most and least appropriate responses to 12 rail customer service situations. Untimed.

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Example from the Train Driver SJT

Train Driver SJT

Choose the most and least appropriate responses to 12 train driver situations. Untimed.

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Example from the Bus Driver SJT

Bus Driver SJT

Choose the most and least appropriate responses to 12 bus driver situations. Untimed.

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Example from the Firefighter SJT

Firefighter SJT

Choose the most and least appropriate responses to 16 firefighter situations. Untimed, up to 15 minutes.

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Example from the Warehouse Operative SJT

Warehouse Operative SJT

Choose the most and least appropriate responses to realistic warehouse situations. Untimed, about 15 minutes.

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Situational Judgement Tests

Lots of companies use Situational Judgement Tests or SJTs during their recruitment process, particularly for customer service and graduate roles. Here we explain to candidates what they are, how they work and what to expect in your Situational Judgement Test. Essentially SJTs measure your behaviour and attitudes to work-related scenarios. With a greater understanding of how situational judgement tests work, you are likely to put your best foot forward when you are invited to take one when applying for a new job.

Our Situational Judgement Tests provide a powerful insight into the behaviours of individuals. They invite individuals to put themselves into relevant work situations and to consider how they might respond. We also create bespoke or custom Situational Judgement Tests to assess the behaviours, competencies, or values of a specific organisation.

Clear, Practical Reporting

We offer two types of reports to meet different needs:

1. Recruitment Report
Created for hiring managers, this report includes:

 - Test scores

 - Behavioural interpretation

 - Structured interview questions

It’s designed to support clear, evidence-based hiring decisions.

Sample Recruitment Report

2. Candidate Report
Designed for feedback and development, this version:

 - Omits Test scores

 - Provides behavioural insights

 - Suggests areas for growth and development

This is ideal for organisations that want to offer candidates a supportive experience or integrate development feedback into onboarding or training.

Sample Candidate Report

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