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The Situational Judgment Tests in practice

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Portrait-Virginie-GRAZIANI

Virginie Graziani

Talent Management & Synergologist

8 November 2018

Reading Time: 2 minutes

 

 

How is the Situational Judgment Test?

 

The Situational Judgment Test takes up delicate situations, resembling those we may encounter in the exercise of a given function. It is a series of scenarios (between 50 and 100) for which 3 or 4 affirmations are proposed. There are two possibilities in the construction of instructions: either the candidate must evaluate the degree of relevance of the proposed actions with a scale (fairly appropriate, very appropriate or not at all appropriate), or he must identify two responses or actions to be implemented. He is  the most efficient and the least effective. In order to be corrected quickly, each correct answer yields points to the evaluated.

An example of a proposed scenario and the rating

 

Imagine yourself in the following situation in your workplace: you ask for additional training, but your manager finds that it is not on the agenda. How do you react?

  1. You argue with him
  2. You simply give up
  3. You make a counter-proposal.

This series of possible reactions is proposed to the candidate who must assign one of these four “notes”: very appropriate, appropriate, inappropriate, very inappropriate. So, these judgments can be used several times for the same question. Indeed, it may be possible for all three reactions to be “very appropriate” or “very inappropriate”, for example.

What returns to expect from the Situational Judgment Test?

 

As with all assessment approaches, there are no good answers. For a Situational Judgment Test, there is no one right answer. Depending on the context of a function, one reaction is more appropriate than another. As a result, the better the candidate’s answer, the more points the candidate gets.

The objective is to validate that the evaluator behaves appropriately in relation to the level of function for which he is applying. Following the evaluation, the candidate receives at the same time as his results a feedback on the competencies evaluated. For example, for a management function, the Situational Judgment Test measures the ability to work as a team or the ability to delegate.

 

 

TO LEARN MORE …  

 

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