~ 45 mins
- ~ 20 MCQs
Available on request
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.
~ 45 mins
Available on request
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.
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 ->
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.
Email on Friday evening
|🧐 Question||🔧 Skill|
Email on Friday evening
|🧐 Question||🔧 Skill||💪 Difficulty||⌛ Time|
Email on Friday evening
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
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.
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.
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.
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.
Entry-level competencies are reflective of the type of skills and abilities that graduate-level employees can showcase in an organization. This includes:
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:
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:
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.
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.
Depending on the role and industry, a Situational Judgment expert might require the following skills:
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We have the following anti-cheating features in place:
Read more about the proctoring features.
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.
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.
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.
No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.
You can check out our pricing plans.
Yes, you can sign up for free and preview this test.
Here is a quick guide on how to request a custom assessment on Adaface.