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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:

  • Rating responses
  • Problem solving
  • Communication skills
  • Customer service
  • Decision-making
  • Most effective and least effective responses
  • Work management
  • Time management
  • Adaptability
  • Ethics and integrity

9 reasons why
9 reasons why

Adaface Situational Judgement Assessment Test is the most accurate way to shortlist Managers



Reason #1

Tests for on-the-job skills

The Situational Judgement 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 at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

  • Ability to effectively rate and evaluate responses in various situations
  • Ability to identify the most effective response in given scenarios
  • Ability to identify the least effective response in given scenarios
  • Problem-solving skills to analyze and find solutions to complex situations
  • Strong work management skills to prioritize tasks and meet deadlines
  • Effective communication skills to interact with colleagues and customers
  • Time management skills to efficiently utilize time and meet targets
  • Customer service skills to provide satisfactory solutions to customers
  • Adaptability to quickly adjust and perform in changing work environments
  • Decision-making skills to make informed decisions in critical situations
  • Demonstrate ethics and integrity in decision-making and actions
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.

View sample questions

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.

How we design questions

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

Medium

Email on Friday evening
Solve
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.

Medium

Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning
Solve
You are the Head of Supply Chain for a large automobile manufacturer. Your supply chain is highly globalized, with key components sourced from various international suppliers. Recently, a significant geopolitical event has caused disruption to the supply of a critical component sourced from a particular region, causing production delays. You need to quickly resolve this issue while also planning for future disruptions. How should you approach this situation?
A: Find a local supplier for the critical component, regardless of cost and quality.
B: Stockpile components to mitigate future disruptions.
C: Invest in developing the component in-house, regardless of the time and resources it may take.
D: Lobby with government bodies to prioritize your company's needs.
E: Seek alternative international suppliers, renegotiate contracts with a risk mitigation clause, and invest in dual sourcing for critical components.
F: Shift the burden to the production department to figure out how to handle the component shortage.
G: Initiate legal action against the current supplier for not fulfilling their contract.

Medium

Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making
Solve
You are the team leader of a project team in a software development company. Your team consists of experienced and talented individuals. However, two of your team members, Alice and Bob, are frequently having disagreements, which is affecting the team's morale and overall productivity. The disagreements seem to stem from a clash in their working styles. Alice is very detail-oriented and likes to plan ahead while Bob is more spontaneous and likes to tackle problems as they come. You need to address this issue to ensure the project deadlines are met. What approach would you take?
A: They are both adults, wait for them to fix the issue by themselves. 
B: Pick the more competent team member's side and ask the other team member to adjust.
C: Have a private conversation with both Alice and Bob separately, to give feedback on their behaviors.
D: Organize team-building activities to improve team dynamics.
E: Report the situation to your manager and ask for their advice.
F: Terminate the less competent team member from the project team, and move them to another project.
G: Organize a meeting with both Alice and Bob, facilitating a discussion where they understand each other's perspectives and find a middle ground.

Easy

The Discrepancy
Solve
You are a data analyst for a marketing agency. While reviewing the quarterly reports, you notice a discrepancy in the sales data for a major client. The total sales for the quarter, as per the report, are $200,000. However, when you add up the monthly sales data given in the same report, the total is $210,000. The senior analyst is already preparing to present this report to the client. What is your next step?
A: Immediately inform the senior analyst about the discrepancy and offer to recalculate all the data.
B: Assume it's a minor mistake and ignore it, focusing on your other tasks.
C: Cross-verify the data with the original data source before bringing it to the attention of the senior analyst.
D: Prepare an amended report and replace the existing report without informing anyone.
E: Inform the IT department about the potential data integrity issue.
F: Talk to the person who prepared the report about the discrepancy.
G: Submit a report to the senior management detailing the discrepancy.

Medium

The Medical Mix-Up
Patient Safety
Solve
Sarah, a hospital administrator, was reviewing the medication administration records of patients. She came across a patient, Mr. Brown, who was reported to have an allergy to Penicillin. However, she noticed that the same patient was prescribed Amoxicillin for a bacterial infection. Knowing that both Penicillin and Amoxicillin are from the same drug family - beta-lactams, she should:
A: Assume the doctor knows best and ignore
B: Change the medication herself to a non-beta lactam drug
C: Contact the pharmacy to change the drug
D: Speak with the prescribing physician about the discrepancy
E: Consult the nurse who administered the medication
F: Immediately call the patient's family to inform them of the mistake
G: Report the case to a medical malpractice lawyer
🧐 QuestionπŸ”§ Skill

Medium

Email on Friday evening

2 mins

Situational Judgement
Solve

Medium

Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning

2 mins

Situational Judgement
Solve

Medium

Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making

2 mins

Situational Judgement
Solve

Easy

The Discrepancy

2 mins

Situational Judgement
Solve

Medium

The Medical Mix-Up
Patient Safety

2 mins

Situational Judgement
Solve
🧐 QuestionπŸ”§ SkillπŸ’ͺ DifficultyβŒ› Time
Email on Friday evening
Situational Judgement
Medium2 mins
Solve
Handling Disruption in Supply Chain Management
Supply Chain Management
Risk Mitigation
Strategic Planning
Situational Judgement
Medium2 mins
Solve
Interpersonal Skill in Team Management
Conflict Resolution
Emotional Intelligence
Decision Making
Situational Judgement
Medium2 mins
Solve
The Discrepancy
Situational Judgement
Easy2 mins
Solve
The Medical Mix-Up
Patient Safety
Situational Judgement
Medium2 mins
Solve
Reason #4

1200+ customers in 75 countries

customers in 75 countries
Brandon

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.

Science behind Adaface tests
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 & benchmarks

View sample scorecard
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


Learn more

About the Situational Judgement Online Test

Why you should use Pre-employment Situational Judgement Test?

The Situational Judgement Test makes use of scenario-based questions to test for on-the-job skills as opposed to theoretical knowledge, ensuring that candidates who do well on this screening test have the relavant skills. The questions are designed to covered following on-the-job aspects:

  • Rating responses accurately based on given scenarios
  • Identifying the most effective and least effective responses in given situations
  • Problem solving abilities to handle complex situations
  • Effective work management skills to prioritize tasks
  • Strong communication skills both written and verbal
  • Efficient time management skills to meet deadlines
  • Providing excellent customer service in various scenarios
  • Adaptability to different work environments and changing requirements
  • Effective decision-making skills in critical situations
  • Adherence to ethics and integrity standards in all actions

Once the test is sent to a candidate, the candidate receives a link in email to take the test. For each candidate, you will receive a detailed report with skills breakdown and benchmarks to shortlist the top candidates from your pool.

What topics are covered in the Situational Judgement Test?

  • Rating responses

    Rating responses skill involves the ability to evaluate and give a score to different options or scenarios based on predefined criteria. This skill is measured in the test to assess the candidate's analytical thinking and decision-making capabilities.

  • Most effective and least effective responses

    The most effective and least effective responses skill refers to the ability to determine the best and worst course of action in various situations. By assessing this skill in the test, recruiters can evaluate the candidate's judgment and problem-solving skills.

  • Problem solving

    Problem solving skill involves the capacity to identify and resolve complex issues or challenges efficiently. This skill is measured in the test to evaluate the candidate's ability to analyze problems, develop solutions, and make sound decisions.

  • Work management

    Work management skill encompasses the ability to prioritize tasks, allocate resources effectively, and meet deadlines. By assessing this skill in the test, recruiters can gauge the candidate's organizational skills, time management abilities, and ability to handle multiple responsibilities.

  • Communication skills

    Communication skills encompass effective verbal and written communication, active listening, and the ability to convey information clearly and concisely. By measuring this skill in the test, recruiters can assess the candidate's ability to express ideas, collaborate with others, and understand and respond to the needs of customers and colleagues.

  • Time management

    Time management skill involves the ability to plan and prioritize tasks, allocate time effectively, and complete work within deadlines. This skill is measured in the test to evaluate the candidate's ability to manage time and resources efficiently, maintain productivity, and meet goals.

  • Customer service

    Customer service skill refers to the ability to understand and fulfill customer needs, provide support, and maintain positive relationships with clients or customers. By measuring this skill in the test, recruiters can assess the candidate's capability to handle customer queries or complaints, demonstrate empathy, and deliver satisfactory solutions.

  • Adaptability

    Adaptability skill involves the ability to adjust to changing circumstances, handle unexpected situations, and embrace new ideas or approaches. By assessing this skill in the test, recruiters can evaluate the candidate's flexibility, resilience, and ability to navigate dynamic work environments.

  • Decision-making

    Decision-making skill refers to the ability to assess options, analyze information, and make informed choices or judgments. This skill is measured in the test to evaluate the candidate's rational thinking, problem-solving skills, and ability to consider different factors before making decisions.

  • Ethics and integrity

    Ethics and integrity skill refers to adhering to moral principles, code of conduct, and acting honestly and responsibly. By measuring this skill in the test, recruiters can evaluate the candidate's moral judgment, ethical behavior, and reliability in upholding the values and standards of the organization.

  • Full list of covered topics

    The actual topics of the questions in the final test will depend on your job description and requirements. However, here's a list of topics you can expect the questions for Situational Judgement Test to be based on.

    Rating responses
    Most effective responses
    Least effective responses
    Problem-solving techniques
    Workload prioritization
    Interpersonal communication
    Managing time effectively
    Customer complaint handling
    Adapting to new work processes
    Critical decision-making
    Ethical decision-making
    Using data to evaluate responses
    Multitasking abilities
    Active listening skills
    Conflict resolution
    Identifying and solving work-related issues
    Effective delegation
    Negotiation skills
    Handling difficult customers
    Flexibility in work approach
    Analyzing risks and benefits
    Professional conduct
    Managing work under pressure
    Building rapport with customers
    Handling ambiguity
    Technical problem-solving
    Teamwork and collaboration
    Identifying customer needs
    Handling confidential information
    Handling conflicting priorities
    Establishing clear goals
    Providing constructive feedback
    Analyzing different perspectives
    Workplace etiquette
    Meeting service level agreements
    Respecting diversity
    Managing interruptions
    Crisis management
    Maintaining confidentiality
    Influencing others
    Resolving ethical dilemmas
    Managing competing demands
    Attention to detail
    Professionalism in communication
    Effective presentation skills
    Understanding organizational values
    Managing expectations
    Creative problem-solving
    Using feedback for improvement
    Conflict management
    Leadership skills
    Giving clear instructions
    Developing action plans
    Continuous learning
    Maintaining composure in stressful situations
    Handling unexpected challenges
    Building trust with customers
    Managing personal biases

What roles can I use the Situational Judgement Test for?

  • Manager
  • Supervisor
  • Software engineer
  • Sales representative
  • Customer support representative
  • Project manager
  • Business analyst
  • Human resources manager
  • Operations manager
  • Marketing manager

How is the Situational Judgement Test customized for senior candidates?

For intermediate/ experienced candidates, we customize the assessment questions to include advanced topics and increase the difficulty level of the questions. This might include adding questions on topics like

  • Applying technical knowledge to solve problems
  • Analyzing situations to identify possible solutions
  • Setting and achieving goals within given timelines
  • Collaborating with team members to achieve common objectives
  • Maintaining a positive attitude and professionalism in challenging situations
  • Gathering and analyzing information to make informed decisions
  • Managing conflicts and resolving interpersonal issues effectively
  • Demonstrating strong leadership skills in guiding others
  • Identifying and addressing potential risks and problems
  • Demonstrating continuous learning and improvement mindset
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.


85%
reduction in screening time

Situational Judgement Hiring Test FAQs

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. Here's a quick guide on how you can request a custom test.

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
  • Screen proctoring
  • Web proctoring
  • Webcam proctoring
  • Plagiarism detection
  • Secure browser
  • Copy paste protection

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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