Situational Judgement Tests
Situational Judgement Tests
Situational Judgement Tests
Measure Situational Judgement skills - Bespoke and off the shelf
Situational Judgement Tests
SJTs assess work-based behaviours and decision-making; underpinned by skills, motivation and abilities commonly required in the workplace. Candidates are placed in realistic work scenarios and required to deal with a number of situations that are likely to be faced in a particular role. Each scenario is task-driven and so provides realistic content for these roles, whilst being relevant across organisations.
The tests measure how effective someone’s decision making and judgement is when faced with the sort of situations they will routinely experience. Those whose judgement is not what is expected are unlikely to perform well in the role.
Our research identified that those in certain roles e.g,. call-centres, customer service or those new to junior management positions face and encounter similar situations and scenarios irrespective of the sector. Our off-the-shelf SJTs are likely to be suitable for these roles.

Why use Situational Judgement Tests?
They are appropriate for a wide range of jobs, including customer service, entry level, sales, graduate and junior management roles.
The exercises can be tailored to make them more relevant to particular industries or organisations if required (see our bespoke offering below). Plus, because the exercises can be administered on-line they are particularly useful in short-listing from large applicant pools.
SJT exercises can be used as part of a development process for staff, or during career or outplacement counselling.
The initial score indicates the level of an individual’s performance. Whilst working through the scenarios and dilemmas in greater detail provide opportunities to discuss the individual’s work style and how his or her approach might be improved.
The tests can also be used to evaluate training. For example, staff who are new to a customer service role could take the customer service SJT prior to the training and then again following the course.
“I felt the (customer service) test included some interesting questions that capture the complexities of customer service roles. I think the situations used also were realistic, got progressively more interesting - and would definitely pick up some ‘no go’ candidates, judging by some of the statements”
Melanie Leaning, Team Leader, RDL. People. Development. Change
Features of Situational Judgement Tests
We offer a bespoke SJT service for larger volume projects, plus an established range of off-the-shelf online work simulations designed to assess candidates against a broad range of behaviours or skills required for effective performance in customer service, graduate, junior managerial, administrative and sales roles.
- Cost-effective online sifting – saves time and budget.
- Realistic – SJTs provide an effective measure of potential work performance.
- Helps candidates to build a picture of the role and self select.
- Off-the-shelf and bespoke SJTs available.
Product Information
Use | Customer Service, Graduate, Junior Management, Sales, Admin roles |
Format | Bespoke or 40 items, untimed |
Language | English |
Price | Available on request |
Resources
Benefits of Situational Judgement Tests
Bespoke or Customised Situational Judgement Test (SJT)

About TalentLens
FAQs
What roles are SJTs suitable for?
The IRIS exercises will be appropriate for a wide range of jobs, but primarily customer service, entry level, sales, graduate and junior management roles. This might include the assessment of graduate recruits and school leavers as well as more experienced applicants for these types of jobs. Users should satisfy themselves that the content of the exercises chosen is relevant to the role vacancies being filled. The exercises can be tailored to make them more relevant to particular industries or organisations if required.
What do SJTs assess?
SJTs tests measure the candidate’s capability or competency by assigning each action an appropriate rating and scoring candidates higher the nearer their responses are to the assigned rating. The candidate must exercise judgement in a broad range of areas to answer the exercises correctly.