Situational Judgement Test

The Situational Judgement Test (SJT) has led to a revolution in the assessment sphere, gaining popularity as an assessment method in the late 1990s.
A large number of organisations  have adopted the SJT to assess candidates’ judgement on job-related competencies or values.

So what is SJT?

Unlike most assessments, SJT is not commonly available “off-the-shelf”. An SJT is custom-designed to examine an individual’s judgement call across work-related or situation-specific scenarios and how that lines up to the organisation’s expectations. The SJT presents candidates with realistic scenarios followed by a list of plausible course of actions to be rated or ranked.

The SJT is especially useful in assessing organisation-specific criteria as it can be customised to include behavioural aspects, personality, personal and professional attributes, ability, and knowledge elements based on input from subject matter experts.


  • Measures fit against organisational values and/or culture
  • Potential and qualification screening
  • Measures candidate-job fit
  • High stakes selection


  • Effective prediction of potential against organisational criteria
  • Fast screening
  • Cost-effective in large scale sifting
  • Positive candidate experience
  • Enable realistic job simulation
  • Benchmarking
  • High test validity and low sub-group differences – enable accurate assessment in multi-cultural context

How is the SJT administered?

The SJT can be administered through a variety of formats to assess candidates’ responses to situations, such as:

  • Paper-and-pen
  • Web-based:
    • with text only
    • with graphics and text
    • with animated avatars to enact the scenario
    • with motion graphics

The response format may include one or more of the following options:

Rated Responses

  • For example: Rate each action on a scale (such as effectiveness, importance or appropriateness scale) given the scenario

Ranked Responses

  • For example: Rank order each action given the scenario

Most and Least Effective

  • For example: Indicate which action is “Most Effective” and “Least Effective” in your judgement given the scenario

Behavioural Likeliness

  • For example: Indicate which action you are “Most Likely to Perform” and “Least Likely to Perform” in your judgement given the scenario