Situational Judgement Tests (SJTs), also known as Situational Judgement Questionnaires, are a type of psychometric test which assesses an individual's competence. The test presents a candidate with a relevant work-related scenario and they are required to choose the best course of action from a number of options that are provided.
Situational judgement tests are commonly used in graduate recruitment and provide invaluable insight in to how an individual may respond in different situations. A great thing about situational judgement tests is that they are more often than not produced on a bespoke basis for an organisation, and actual examples from the job are used. As a result, these tests carry high face validity and individuals taking these assessments are likely to see the relevance of the test to the job they are being assessed for.
Unlike other types of tests (e.g. ability), another useful aspect of situational judgement tests is that there is little or no adverse impact particularly when it comes to gender and ethnicity (Hoare & Smith, 1998). This means these tests are generally fair for various groups of people (gender, ethnicity, age etc).
SJTs can also be positioned to help individuals self-select themselves into or out of a role at the onset of a recruitment process. This helps to improve the quality of the candidates who apply to the job in the first instance.