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About the test:

The situational judgement test uses scenario based questions to assess a candidate's ability to handle challenges that might come up in the workplace professionally. This pre-employment test is used by recruiters to evaluate emotional intelligence, relationship building, awareness, teamwork and communication skills.

Covered skills:

  • Most and least effective options
  • Ranked responses
  • Rating responses
  • Most effective and least effective responses
See all covered skills

9 reasons why
9 reasons why

Adaface Situational Judgement Test is the most accurate way to shortlist Data Analysts

Reason #1

Tests for on-the-job skills

Why is Situational Judgment so important

During a situational judgment test, test takers are provided with a variety of scenarios related to the day-to-day responsibilities and challenges of the job in question. Each situation incorporates a range of responses and the candidate is asked to rate the effectiveness of each response. The scenarios can be presented via a range of media or standard text.

Situational judgment tests assess your candidates' responses to gauge how suitable they are for a certain job role. SJTs are a type of aptitude test that will test their problem-solving ability in the context of the workplace. It is unlikely that one will encounter a question in an SJT that doesn’t reflect possible situations that one might come across in their workplace.

Whereas most psychological tests are generic, situational judgment tests are built from the ground up to incorporate the demands of specific positions. As such, they tend to be favored by candidates as they get a feel for the job, and hiring managers can gain a deeper insight into the suitability of the candidates applying for the role.

Situational Judgment Tests, abbreviated as SJTs and also known as Situational Judgment Questionnaires, are a type of psychometric test that recruiters often use to assess job applicants based on their approaches towards work-related situations.

SJTs consists of a series of hypothetical workplace scenarios that the candidate might encounter in the role for which they are applying. There are no right or wrong responses in SJTs. The responses for SJTs are reflective of each candidate’s thinking skills and decision-making abilities.

The test is designed to filter out candidates for job roles like:

  • Administrators
  • Salespeople
  • Customer Service Representatives
  • Call Center Representatives
Reason #2

No trick questions

no trick questions

Traditional assessment tools use trick questions and puzzles for the screening, which creates a lot of frustration among candidates about having to go through irrelevant screening assessments.

The main reason we started Adaface is that traditional pre-employment assessment platforms are not a fair way for companies to evaluate candidates. At Adaface, our mission is to help companies find great candidates by assessing on-the-job skills required for a role.

Why we started Adaface ->
Reason #3

Non-googleable questions

We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.

These are just a small sample from our library of 10,000+ questions. The actual questions on this Situational Judgement Test will be non-googleable.

🧐 Question


Email on Friday evening
Emily spent the entire week at a client's site as part of the accounting team. Emily is just about to leave for the weekend, when she notices that there is an email from another small, but growing client that they have been working closely for the past 3 months. Emily has a good professional relationship with Rebecca, who sent the email. Rebecca has a question, which she needs an urgent response to. Answering the question in detail will require Emily to access a number of files in her own office. What should Emily do first?
A: Reply immediately that she needs more information before she can respond in detail, and that she will do it first thing on Monday morning.

B: Rebecca will have gotten an out of office (OOO) response, so she can leave it for now and respond first thing on Monday morning.

C: Call Rebecca to find out by when they need the information. If they need it right away, Emily can go to office, give the required details and provide a more detailed response on Monday.

D: Reply to the email immediately, based on the information Emily has already and assure Rebecca that she will double check and send over a more detailed response first thing on Monday.
🧐 Question🔧 Skill


Email on Friday evening
2 mins
Situational Judgement
🧐 Question🔧 Skill💪 Difficulty⌛ Time
Email on Friday evening
Situational Judgement
Easy2 mins
Reason #4

1200+ customers in 75 countries

customers in 75 countries

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!

Brandon Lee, Head of People, Love, Bonito

Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Situational Judgement Test in your hiring process is that it is an elimination tool, not a selection tool. In other words: you want to use the test to eliminate the candidates who do poorly on the test, not to select the candidates who come out at the top. While they are super valuable, pre-employment tests do not paint the entire picture of a candidate’s abilities, knowledge, and motivations. Multiple easy questions are more predictive of a candidate's ability than fewer hard questions. Harder questions are often "trick" based questions, which do not provide any meaningful signal about the candidate's skillset.

Reason #6

1 click candidate invites

Email invites: You can send candidates an email invite to the Situational Judgement Test from your dashboard by entering their email address.

Public link: You can create a public link for each test that you can share with candidates.

API or integrations: You can invite candidates directly from your ATS by using our pre-built integrations with popular ATS systems or building a custom integration with your in-house ATS.

invite candidates
Reason #7

Detailed scorecards & comparative results

Reason #8

High completion rate

Adaface tests are conversational, low-stress, and take just 25-40 mins to complete.

This is why Adaface has the highest test-completion rate (86%), which is more than 2x better than traditional assessments.

test completion rate
Reason #9

Advanced Proctoring

Why You Should Use This Situational Judgment Test

The Situational Judgment Test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates.

The Adaface Situational Judgment Test (SJT) is used by recruiters to screen candidates based on the below-listed competencies:

1. Entry-level and Graduate-level competencies

Entry-level competencies are reflective of the type of skills and abilities that graduate-level employees can showcase in an organization. This includes:

  • Influencing and negotiating in the workplace: negotiation and the appropriate choice of words
  • People skills: the ability to build effective working relationships and empathy toward others
  • Result-oriented: highly self-motivated to deliver results on time
  • Management skills: the capacity to approach tasks in a systematic and organized way and good time management
  • Analytical skills: timely analysis of information, facts, and situations
  • Decision-making skills: the ability to make a sound judgment based on information at hand
  • Communicating with the team: persuasiveness and assertiveness

2. Managerial-level competencies

Managerial-level competencies are required for executive and leadership roles where candidates are expected to possess strategic thinking and leadership skills, which are not required for graduate-level employees. This includes:

  • Analytical and Decision-Making Skills: the ability to think strategically and long-term
  • Result-driven: highly self-motivated to deliver results on time
  • Task Management: ability to plan and organize tasks and objectives
  • Leadership skills: the ability to lead teams and motivate peers
  • Relationship skills: the ability to handle difficult interpersonal situations and build trust in the workplace
  • Building the organization's reputation: the ability to influence colleagues and external contacts

3. Individual competencies

Based on the type of role being filled in, such as an HR manager or a customer service assistant, Situational Judgment Tests (SJTs) can be designed to screen applicants for an open position in the organization. Apart from what has been summarised in the above competencies, for such roles, competencies may include:

  • Work ethics: being highly driven to provide excellent service to customers and colleagues. Keeping a higher standard for the kind of work they do
  • Working under pressure: possessing strong emotional consistency and resilience to work under pressure
  • Teamwork: the ability to understand and work toward the team’s goals. Also willing to support others and share resources
  • Empathising with Customers: Willing to listen and empathize with customers

The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The Situational Judgment test is ideal for helping recruiters identify which candidates have the soft skills to do well on the job.

What roles can I use the Situational Judgement Test for?

  • Data Analyst
  • Graduates
  • Freshers
  • Managers
  • System Admin
  • Front-office roles

What topics are covered in the Situational Judgement Test?

The process of communicating, interpreting, and discovering significant patterns in data


The process of arriving at a sound decision based on facts and information

Decision Making

Ability to translate and pass on your thoughts and information

Customer Service
Task Management

Ability to choose from a given set of options and stating as most or least effective

Most and Least Effective Options

Refers to a business philosophy that prioritizes the needs of the customer over the needs of the business

Customer Orientation
Problem Solving

Ability to navigate effectively between tasks and people in your work environment

Team and Work Management

Process of thinking and preparing for tasks focused on goals

Planning & Organising
Stress Management

Refers to the tactics and behaviors a person shows to interact with others effectively

Interpersonal Skills
Singapore government logo

The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.

reduction in screening time


What is Situational Judgment?

Situational judgment tests (SJTs) are popular in Western Europe and the US to assess decision-making capabilities. Participants are presented with work-specific scenarios and are asked to judge how they would respond to such a potential work dilemma.

What skills are required for a Situational Judgment role?

Depending on the role and industry, a Situational Judgment expert might require the following skills:

  • Customer Orientation
  • Problem Solving
  • Team and Work Management
  • Making decisions with insufficient information

Can I combine multiple skills into one custom assessment?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.

Do you have any anti-cheating or proctoring features in place?

We have the following anti-cheating features in place:

  • Non-googleable questions
  • IP proctoring
  • Web proctoring
  • Webcam proctoring
  • Plagiarism detection
  • Secure browser

Read more about the proctoring features.

How do I interpret test scores?

The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.

What experience level can I use this test for?

Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.

Does every candidate get the same questions?

Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.

I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

What is the cost of using this test?

You can check out our pricing plans.

Can I get a free trial?

Yes, you can sign up for free and preview this test.

I just moved to a paid plan. How can I request a custom assessment?

Here is a quick guide on how to request a custom assessment on Adaface.

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