Using the Situational Judgment Tests successfully
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The applicant’s experience is more and more significant. Using some Situational Judgement Tests (SJT) is a good opportunity to professionalize the way you select profiles while caring about your employer brand.
Add value to soft skills assessment
Assessing through Situational Judgement exercices enables you to make the candidates experienced some aspects of their future position. As the scenarios are made in a way to evaluate only the major skills required, SJTs gather all conditions for a positive experience, even before applicants have met you. Therefore, using SJTs for recruitment allows you to add value to your selection process. Role playing are mostly built on targeted soft skills you have to identify as key competencies into the future function. In 2010, the work of Michael S. CHRISTIAN, Bryan D. EDWARDS, and Jill C. BRADLEY identified the most frequently measured dimensions in Situational Judgment Tests. These are leadership (37.5%), interpersonal dimensions (12.5%), personality traits (9.6%), ability to work in a team (4.4%) and job-specific knowledge (2.9%). Usually, those soft skills are measured through some personality tests more expensive in copyright and training.
Why customized is greater
The Situational Judgment Tests must reflect your own usual professional environment. In this way, we advice you to work in close collaboration with an expert able to build some specific exercices for your company. Futhermore, SJTs are more effective when combined with other approaches, either such as a “physical” interview or scenario or such as the Assessment Center. The aim is to build an approach based on a portfolio of flexible preselection tools in order to have interactive and stimulating assessment, with scientifically proven results. By presenting a series of scenarios to potential candidates, can eliminate between 30% and 50% of applicants. For recruiter, it means more time to dedicate to few suitable candidates. Therefore, these tests add value, save time and internal resources at the beginning of the recruiting process, so you can focus on the critical stage of your selection steps.
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