What do Situational Judgement Tests assess?
A Situational Judgement Test or SJT is a type of psychometric test that presents candidates with real-life work situations and then asks them to decide on the best response to that situation. The Manager SJT is a situational judgement test that is specifically geared towards situations that someone in a leadership or managerial role may encounter across different industries.
Typical roles that would use our Manager SJT are:
Overview of the Manager SJT
Our Manager SJT presents candidates with 20 distinct situations that many supervisors, managers, and leaders might find familiar across a variety of organisations. For each situation, 4 possible responses are given, each presenting a feasible response someone in a role may take. Candidates are asked to review these responses and select 1 response they consider to be ‘most appropriate’ and another they think would be the ‘least appropriate’. As with all our SJTs, the Manager SJT is untimed but typically takes up to 15 minutes to complete.
Our SJT measures 4 competencies / behaviours:
1. Inspiring Others - Leading others to maximise outcomes
2. Making Decisions - Gathering sufficient information to make valid decisions and solve problems
3. Maximising Performance - Working in a systematic and pragmatic manner to surpass performance expectations
4. Professional Integrity - Demonstrating a genuine commitment to company standards and values.
Example of a Manager SJT question
How to do well in your Manager SJT
To do well in a Manager SJT, it is good to implement the following tips…
1. Read the passage – Make sure you fully read and understand the whole passage prior to looking at the responses, as the nuances of the situation will help decide which response is ‘most appropriate’.
2. Think about the next level up – The responses that are ‘most appropriate’ are often those which you would imagine being applicable, not only for the role being tested for, but also at levels higher up. Think about what qualities would not only enable you to do the job but be considered for promotion into a more senior role.
3. Avoid the reactive response – Similarly to looking at the next level up, while the ‘least appropriate’ response will not be obviously incorrect, it is likely to show a lack of broader awareness or flexibility that will prevent someone from being considered for a future promotion.