About Judgement

Key features

  • Measures: job-related competencies, values, motivations, behaviour
  • Suitable for: recruitment
  • Average completion time: 25 minutes

When you’re swamped with thousands of job applications, the challenge is to not only identify those best suited to the job, but also to design a recruitment process that engages candidates and gives them valuable insight into the job.

Judgement is the next generation of situational judgement tests (SJTs), providing a fast, robust and engaging way to screen high volumes of applicants.

SJTs are designed to measure a variety of factors required to be successful in a particular role (or set of roles) within an organisation. They are widely accepted in the market as very robust and valid assessments due their close match to the hiring organisation’s culture and role requirements.

An SJT can be used to measure a range of criteria, including: key competencies, organisational values, culture fit, motivation, preferred behaviour and attitude.

The assessment

Situational judgement tests present the candidate with a series of realistic work-related scenarios and assess their ability to make effective judgements in response to these scenarios. The candidate’s responses are then measured against the required competencies and a ‘fit’ score is generated. This enables employers to quickly compare candidates and provides them with a fast, robust and engaging way to screen high volumes of applicants.

Our approach

Our SJTs are designed specifically for you to ensure that we capture the true essence of the role and culture of the organisation. We use in-depth job analysis to identify the key skills and attributes needed in order to be successful in the role(s). We then work with you to identify the most suitable format and design for the overall assessment.

Generally, the assessment will have 16-20 questions in total and will take about 25-30 minutes to complete.

Format

Our SJTs can be designed in an ‘adaptive’ or ‘standard’ question format:

Adaptive questioning: adaptive SJTs use a branching technique, in which the scenarios and response options throughout the test change in real-time depending on how the candidate has responded to previous questions. In doing so, the SJT becomes a real-life simulation of a given scenario, as each and every action has a reaction or consequence. This brings more realism to the scenario, assessing the applicants in a dynamic and interactive working environment.

Standard questioning (non-adaptive): a standard SJT means that all candidates will receive the same set of pre-determined scenarios and response options. These can be delivered in a linear format, where the set of questions always appear in the same order, or in a random format, the same questions are randomised for each candidate.

Design

All our SJT assessments can be fully branded with your logo and colours.

SJT question item Example question - click to enlarge

Your choice of design can really impact the overall candidate experience. We offer a range of options that can help deliver the right design to support your organisation’s brand, including:

  • Text only
  • Text and static images – static graphics or photography help illustrate the given scenarios.
  • Text and motion graphics – an animation technique that uses a combination of photography and graphics to bring the scenarios to life.

Why choose adaptive testing

We have pioneered the development of adaptive testing in SJTs, in order to deliver an approach that provides:

  • Improved candidate experience: this realistic and immersive assessment format delivers a more engaging experience for your candidates and helps reinforce your employer brand.
  • Deeper measurement: a truer reflection of how candidates deal with the evolving consequences of real-life situations.
  • Increased test security: the adaptive structure of the assessment means that each candidate is likely to receive a unique combination of questions, which reduces the chances that questions and correct answers can be published.
  • Longer shelf-life: multiple permutations of the assessment result in less question exposure and the reduced likelihood of repeat applicants receiving exactly the same assessment questions. 

Using Judgement

SJTs have a key role to play within your recruitment process, helping you to make better, more informed screening decisions and enhancing the quality of candidates who progress through to the face-to-face stages of the process.

Below is an overview of how an SJT can fit within your wider recruitment and selection process:

UsingSJTs

Benefits

Situational judgement tests can add considerable value to your selection process for the following reasons:

Predicting job performance

  • SJTs have been shown to be a strong predictor of future job success.

Candidate experience

  • SJTs have high face validity with candidates as they are based on realistic scenarios that they are likely to encounter in the job.
  • They can be fully branded to reflect your organisation’s brand and tone of voice.
  • Multimedia and gamification techniques can be used to deliver a more engaging and immersive candidate experience.

Return on investment

  • They help organisations screen high volumes of applicants in a fast, cost-effective and objective way.

Bespoke to your organisation

  • SJT are designed specifically for your organisation and are developed to assess your unique requirements. The key benefit of this is that they directly assess job relevant behaviours within your organisation, and as a result they provide applicants with a realistic insight into the role and the organisation.

Fairness

  • SJTs offer a fair and legally defensible approach to selection, as they have low levels of adverse impact, e.g. by age, gender and ethnicity.

Reports

Data obtained from the SJT will enable you to accurately sift out unsuitable candidates and increase the quality of candidates that reach the later stages of your sections process. This data can be presented in a variety of formats.

  • Instant scores: the overall fit and competency scores can be sent back to your applicant tracking system (ATS). If you’re not using an ATS, you can access the overall fit and competency scores on-screen within Korn Ferry Assessment Systems (KFAS).
  • Administrator report: this report includes a competency profile chart showing how the candidate has performed against the key competencies, plus the overall fit score, for the role.
  • Customised administrator report: we can develop a customised administrator report that includes a competency-based Interview Guide, and/or a Development Feedback Report, in addition to the standard administrator report detail (competency profile and overall fit score). This can assist you and your hiring managers with the interview stages of your recruitment process to ensure the interviews are aligned with the sifting process criteria.
  • Candidate report: a short report providing the candidate with high-level feedback on the assessment. 

Languages

As all our SJTs are designed specifically for individual clients, we can translate your SJT into any languages relevant to your organisation and applicant groups.

Pricing

Please contact us for details of our flexible, no-nonsense pricing structure for all online assessments.