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Situational judgement tests are somewhere between an ability test and personality questionnaire. They present you with a range of scenarios, which you review before deciding the best approach to take to deal with the issues described.
Your responses to each scenario are used to build a picture of your style and abilities in relation to analysis, problem-solving and decision-making.
Employers use Situational Judgement Tests to:
The results from situational judgement tests are usually combined with information from other tools and activities, such as application forms, assessment exercises and interviews, which can give you the opportunity to comment and elaborate on your responses to the test.
A typical situational judgement test consists of a series of scenarios with a set of multiple choice solutions. Your job is to choose which solution or approach is the best response to the issues described in the scenario.
Sometimes you have to choose the best approach as well as indicate which approach you think is least effective. You may also be given the option to suggest your own, alternative solutions.
Situational judgement tests generally measure a mixture of style and ability. This means there may not be answers that are definitively right or wrong. Instead the options you are given to choose from vary in degrees of right or wrongness. Here’s how to do your best: