What employers use situational judgement tests and why?
Situational judgement tests are used by a wide range of employers as they can be adapted for any role or business. It's therefore common to see situational judgement tests (or SJTs as they're sometimes known) set in roles as diverse as HR and finance, or engineering and marketing.
The test also allows employers a unique chance to screen candidates for issues that may be affecting the company in real time. Responses can then be used, alongside any additional tasks and interviews, to help build a clearer picture of an individual and how they might fit in.
What are the benefits of using situational judgement tests in your hiring process?
It's valuable to use aptitude tests or assessments early on in the recruitment process as a means of screening candidates. This can help you make better decisions on the candidates you take forward to interview, which in turn means less time and money spent.
Tests such as these can also help remove bias and make the recruitment process fairer by ensuring employers and recruiters are making decisions based on data rather than on how a candidate appears on a resume or acts in person.
With the situational judgement test, candidates should be reminded to answer honestly as their responses can be used in follow-up interview questions.
This test in particular can be really helpful for employers as it can be adapted to help you determine whether an individual will answer to a particular need, get on well with team members or support areas of the business that may be lacking.