Recruiting has changed. Today, hiring the right person is less about checking off technical boxes and more about understanding how someone will act in real-life situations. Employers need to know: how will this person handle conflict? Make decisions under pressure? Communicate with teammates and customers?
This is exactly what Situational Judgement Tests (SJTs) are built to uncover. In this guide, we’ll walk you through what SJTs are, how they work, what makes them effective, and how they compare to other assessments. We’ll also explore the types of roles where they bring the most value, what candidates can expect, and how organisations, including AssessFirst, are using them to elevate their hiring process.
By the end of this article, you’ll understand why SJTs are no longer a “nice to have,” but a must-have in modern recruitment. If you want to go further, you’ll also find links to three in-depth guides on how to prepare, which questions to expect, and how to succeed in a SJT.
Understanding Situational Judgement Tests
What is a Situational Judgement Test (SJT) ?
A Situational Judgement Test is a psychological assessment designed to measure how individuals respond to work-related situations. Rather than evaluating raw intelligence or technical know-how, SJTs focus on behavioural insight—how someone thinks, prioritises, and acts in specific, sometimes difficult, contexts.
These tests present the candidate with a series of hypothetical scenarios, often inspired by real workplace challenges. After reading (or watching) the scenario, the candidate is asked to choose the most appropriate response, or rank several responses in order of effectiveness. Some tests ask for both: the most and least effective option.
Unlike personality questionnaires or cognitive ability tests, SJTs simulate actual dilemmas people face in the job. This makes them highly relevant, especially in professions where human judgement plays a critical role.
Scientific Insight: Situational Judgement Tests are grounded in theories of social-cognitive decision-making. Meta-analyses (e.g., Harenbrock et al., 2023) show test–retest reliability scores around r = .698, and pooled predictive validity of r = .32 in roles requiring interpersonal judgment.
What makes SJTs scientifically robust ?
SJTs are rooted in social-cognitive theory (Bandura) and judgement and decision-making research. They assess how individuals perceive, interpret, and act in ambiguous social situations.
- Test–retest reliability of r ≈ 0.69 (Harenbrock et al., 2023)
- Predictive validity of r ≈ 0.32 for interpersonal performance (McDaniel et al., 2007)
SJTs also allow for low adverse impact, which makes them particularly valuable in DEI-sensitive contexts.
Historical context: where do SJTs come from ?
Situational Judgement Tests were first developed in the 1920s in military contexts, where they were used to evaluate officer decision-making under pressure. Since then, they’ve evolved into a widely adopted behavioural tool, especially from the 1990s onward, as cognitive and personality assessments were seen as insufficient to capture job-specific behaviour.
The 2000s saw a boom in SJT research, notably with Lievens & Sackett’s work on construct validity. Today, SJTs are used across healthcare, education, law enforcement, retail, and tech.
Why are SJTs so popular in recruitment ?
The rise of SJTs reflects a growing awareness among recruiters: qualifications and past experience are not always reliable predictors of success. In complex, people-driven environments, it’s someone’s judgement, empathy, and decision-making under pressure that makes the difference.
SJTs offer multiple benefits to employers. They introduce objectivity into a process often clouded by unconscious bias. They also provide a realistic preview of the job for candidates, creating a better overall experience. And because they don’t rely on CV data, they allow recruiters to assess candidates from non-traditional backgrounds more fairly, making them a tool that actively supports diversity and inclusion.
| Benefit | Impact on Hiring |
|---|---|
| Objective measurement | Reduces interviewer bias |
| Scalable and cost-effective | Easy to deploy across large volumes |
| Enhanced candidate experience | Immersive, engaging, job-relevant |
| Focus on potential | Less weight on education or past roles |
Did you know? Organisations using SJTs reduce turnover by 20% on average, and report increased candidate satisfaction thanks to scenario-based engagement (source: SHL, 2022; internal data AssessFirst).
How does a Situational Judgement Test work ?
Most SJTs are delivered through an online platform and take between 15 and 45 minutes to complete. Scenarios may be presented as short texts, videos, or animated sequences. Each is followed by a series of possible actions a person might take. The test-taker must either choose the best option, rank them all, or select both the best and worst ones.
The scoring method varies, but in most cases it’s benchmarked against either expert-defined best practices or data gathered from high-performing employees in the same role. This makes the results highly relevant to actual job requirements.
At AssessFirst, for instance, scoring is enhanced with AI-based behavioural modelling, comparing candidates’ responses to the performance patterns of top employees. This data-driven approach not only improves accuracy, but also helps build a solid, legally defensible case in high-volume or high-stakes hiring.
Sample questions: what do SJTs look like ?
To give you a clearer picture, let’s look at some typical scenarios used in SJTs.
One common example involves conflict resolution. Imagine a team meeting where a colleague publicly takes credit for your work. You’re offered four options: speak with your manager, confront the colleague in front of the team, let it go, or bring it up in private after the meeting. Your response sheds light on how you balance assertiveness with diplomacy.
Another scenario might test time management, asking what you would do if a colleague needs urgent help just as you’re facing multiple tight deadlines. Or you could be asked to assist a struggling teammate while managing your own workload, revealing your approach to team collaboration and your ability to prioritise under pressure.
For more detailed walkthroughs of SJT questions and answers, check our article on “Situational Judgement Test Questions (with answers)”.
Why employers use SJTs in recruitment ?
For which roles are SJTs most useful ?
While SJTs are versatile, they tend to be especially effective in positions that demand frequent judgement calls, human interaction, or ethical decision-making. Roles like customer support, sales, healthcare, education, and team leadership are all prime candidates.
In customer service, for instance, employees face difficult conversations and emotional clients daily. SJTs can assess their ability to de-escalate tension and offer clear, empathetic communication. In management, the stakes are higher—decisions affect team dynamics and business outcomes—so a test that simulates leadership challenges can be far more telling than a résumé.
| Role Type | What SJTs Assess |
|---|---|
| Customer support | Empathy, composure, clarity |
| Team management | Decision-making, fairness, resilience |
| Sales/BD | Prioritisation, client handling, initiative |
| Healthcare | Crisis response, ethics, sensitivity |
SJTs vs other assessments: what makes them unique ?
Unlike technical skills tests or cognitive assessments that focus on what candidates know, SJTs measure how candidates think and behave in professional situations. They are also more dynamic than personality inventories, which can feel abstract or disconnected from real work scenarios.
| Assessment | Strength | Best For |
|---|---|---|
| SJT | Contextual behaviour analysis | Interpersonal and judgement-heavy roles |
| Cognitive ability test | Speed, logic, memory | Analytical and data-driven jobs |
| Personality test | Traits and motivations | Culture fit and development planning |
| Hard skills test | Demonstrated expertise | Technical and operational roles |
Ultimately, SJTs offer a situational mirror—letting you see how someone will react when theory meets reality.
Can candidates prepare for SJTs ?
Absolutely. Although SJTs don’t have a single “right” answer, there are still ways to perform better. Preparation involves understanding what the employer values, familiarising yourself with common workplace scenarios, and approaching each situation with clarity and intention.
- Research the company’s values and culture.
- Practise with mock tests to get used to the format.
- Reflect on past experiences using the STAR method (Situation, Task, Action, Result).
Our dedicated guide “How to Prepare for a Situational Judgement Test” helps candidates approach these tests with confidence. Want to go beyond the basics? “Tips to succeed on a Situational Judgement Test” dives deeper into what makes high-performing candidates stand out—without overthinking every question.
How AssessFirst enhances the value of SJTs
✅ What makes AssessFirst unique?
Our SJTs are built from actual employee performance data, not abstract benchmarks. They reflect the reality of your roles and deliver custom scoring models calibrated with your internal teams. That’s how we helped a European retailer cut turnover by 25% and boost onboarding performance by +32% in Year 1.
AssessFirst don’t just use off-the-shelf SJTs. Assessments are rooted in behavioural science and enriched with real performance data. This allows us to craft customised scenarios based on your organisation’s actual challenges, not generic templates.
We combine this with AI-powered analytics, giving hiring managers a dynamic benchmark model based on the traits of top performers within their own teams. The SJT experience is also fully brandable and optimised for a positive candidate journey, from tone of voice to interface design.
Looking ahead: the future of SJTs
Despite their strengths, SJTs are not without limitations. Cultural context can affect how scenarios are interpreted. A behaviour considered assertive in one culture might be seen as disrespectful in another. Additionally, while test design tries to reduce it, some candidates may attempt to “game” the test by selecting what they think employers want to hear.
For these reasons, SJTs should be seen as a complementary tool, not a standalone solution. They work best when combined with structured interviews, reference checks, and clear onboarding strategies.
SJTs are becoming even more immersive and intelligent. AI is making it possible to generate dynamic scenarios in real time, tailored to both the job and the candidate profile. Gamification is turning static questions into interactive experiences. And mobile-first design means SJTs can now be taken anywhere, anytime—perfect for large-scale or high-volume recruitment.
In today’s hiring stack, SJTs sit at the intersection of volume hiring, behavioural prediction, and diversity enablement.
According to the CIPD (2022), organisations using SJTs report:
- +18% improvement in quality-of-hire
- 20% decrease in turnover
- +23% increase in candidate satisfaction
With the rise of remote work and asynchronous hiring, interactive SJTs are becoming a go-to solution for assessing soft skills at scale.
Conclusion
Situational Judgement Tests represent a major shift in how organisations assess talent. Instead of asking what people know or what they’ve done, SJTs explore how they think, decide, and act when it matters. For any organisation seeking to improve quality-of-hire, reduce bias, and make smarter, fairer hiring decisions—SJTs are a powerful addition to the recruitment stack.
If you’re considering implementing or customising SJTs for your own hiring process, AssessFirst can help you turn generic testing into a strategic advantage.
Explore more on SJTs
Dive deeper into each facet of situational judgement testing:
- 🧠 How to Prepare for a Situational Judgement Test
- 📊 SJT practice questions with detailed explanations
- 🎯 Tips to succeed on a situational judgement test
- 🏥 SJT in healthcare: assessing medical professionalism
- 🤝 Customer Service SJT: evaluating interpersonal skills
FAQ
Are SJTs suitable for entry-level roles ?
Yes. Especially in customer-facing or service roles, SJTs help identify candidates with empathy, resilience and situational tact.
Can someone fail a Situational Judgement Test ?
There’s no hard fail, but misaligned judgement can signal poor fit. Recruiters typically look for patterns rather than isolated responses.
How long does a typical SJT take ?
15 to 45 minutes depending on format and scenario length.
Do SJTs replace technical or cognitive assessments ?
No—they complement them. SJTs reveal how candidates behave, not just what they know.
Can SJTs be used for senior roles ?
Yes, particularly when scenarios reflect leadership dilemmas. AssessFirst offers custom SJTs for management and executive teams.
How are SJTs scored ?
Most use expert consensus or top-performer data. AssessFirst blends both, enhanced with AI benchmarking.
Can candidates prepare for SJTs ?
Definitely. See our preparation guide and success tips to improve scenario analysis and decision-making confidence.
Are SJTs culturally neutral ?
They can be, if designed carefully. We recommend scenario calibration by region or business unit where necessary.
Is cheating possible ?
Unlikely. Unlike factual tests, SJTs rely on complex behavioural patterns—hard to fake consistently.
Are AssessFirst SJTs mobile-friendly ?
Yes. They’re designed for mobile, tablet and desktop use, with fast load time and brand-aligned UI.
