Why you should use Situationele beoordelingstest?

The Situationele beoordelingstest 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: Reacties van de beoordeling nauwkeurig gebaseerd op gegeven scenario's Het identificeren van de meest effectieve en minst effectieve reacties in gegeven situaties Probleemoplossende vaardigheden om complexe situaties af te handelen Effectieve vaardigheden op het gebied van werkbeheer om taken te prioriteren Sterke communicatievaardigheden zowel geschreven als verbaal Efficiënte tijdmanagementvaardigheden om deadlines te halen Het bieden van uitstekende klantenservice in verschillende scenario's Aanpassingsvermogen aan verschillende werkomgevingen en veranderende vereisten Effectieve besluitvormingsvaardigheden in kritieke situaties Naleving van ethische en integriteitsnormen in alle acties

Situationele beoordelingstest

Q: What topics are covered in the Situationele beoordelingstest?

Beoordelingsreacties Meest effectieve en minst effectieve reacties Probleemoplossing Werkbeheer Communicatie vaardigheden Tijdsbeheer Klantenservice Aanpassingsvermogen Besluitvorming Ethiek en integriteit

About the test:

De situationele beoordelingstest gebruikt scenario -gebaseerde vragen om het vermogen van een kandidaat te beoordelen om uitdagingen aan te gaan die professioneel op de werkplek kunnen verschijnen. Deze vóór de dienstverband wordt door recruiters gebruikt om emotionele intelligentie, relatiebouw, bewustzijn, teamwerk en communicatievaardigheden te evalueren.

Covered skills:

Beoordelingsreacties
Probleemoplossing
Communicatie vaardigheden
Klantenservice
Besluitvorming

Meest effectieve en minst effectieve reacties
Werkbeheer
Tijdsbeheer
Aanpassingsvermogen
Ethiek en integriteit

Preview this test

Bekijk Sample Scorecard

9 reasons why

Adaface Situationele beoordelings Test is the most accurate way to shortlist Managers

Reason #1

Tests for on-the-job skills

The Situationele beoordelingstest 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:

Vermogen om de reacties in verschillende situaties effectief te beoordelen en te evalueren
Vermogen om de meest effectieve reactie te identificeren in gegeven scenario's
Vermogen om de minst effectieve respons te identificeren in gegeven scenario's
Probleemoplossende vaardigheden om te analyseren en oplossingen te vinden voor complexe situaties
Sterke vaardigheden op het gebied van werkbeheer om taken te prioriteren en deadlines te halen
Effectieve communicatievaardigheden om te communiceren met collega's en klanten
Tijdmanagementvaardigheden om tijd efficiënt te gebruiken en doelen te bereiken
Klantenservicevaardigheden om klanten bevredigende oplossingen te bieden aan klanten
Aanpassingsvermogen om zich snel aan te passen en uit te voeren in veranderende werkomgevingen
Besluitvormingsvaardigheden om geïnformeerde beslissingen te nemen in kritieke situaties
Ethiek en integriteit aantonen bij besluitvorming en acties

Reason #2

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

Preview this test

Bekijk Sample Scorecard

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

Dit zijn slechts een klein monster uit onze bibliotheek met meer dan 10.000 vragen. De werkelijke vragen hierover Situationele beoordelingstest zal niet-googelbaar zijn.

🧐 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

	🧐 Question	🔧 Skill
	Medium Email on Friday evening	2 mins Situational Judgement	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	2 mins Situational Judgement	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	2 mins Situational Judgement	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	2 mins Situational Judgement	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	2 mins Situational Judgement	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

	🧐 Question	🔧 Skill	💪 Difficulty	⌛ Time
	Email on Friday evening	Situational Judgement	Medium	2 mins	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.
	Handling Disruption in Supply Chain Management Supply Chain Management Risk Mitigation Strategic Planning	Situational Judgement	Medium	2 mins	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.
	Interpersonal Skill in Team Management Conflict Resolution Emotional Intelligence Decision Making	Situational Judgement	Medium	2 mins	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.
	The Discrepancy	Situational Judgement	Easy	2 mins	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.
	The Medical Mix-Up Patient Safety	Situational Judgement	Medium	2 mins	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

Reason #4

1200+ customers in 75 countries

Met Adaface konden we ons eerste screeningproces met ruim 75% optimaliseren, waardoor kostbare tijd vrijkwam voor zowel de rekruteringsmanagers als ons talentacquisitieteam!

Brandon Lee, Hoofd Mensen, Love, Bonito

Preview this test

Bekijk Sample Scorecard

Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment Situationele beoordelingstest 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 Situationele beoordelingstest 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.

Reason #7

Detailed scorecards & benchmarks

Bekijk Sample Scorecard

Preview this test

Bekijk 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.

Reason #9

Advanced Proctoring

Learn more

Preview this test

Bekijk Sample Scorecard

About the Situationele beoordelings Assessment Test

Why you should use Pre-employment Situationele beoordelingstest?

The Situationele beoordelingstest 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:

Reacties van de beoordeling nauwkeurig gebaseerd op gegeven scenario's
Het identificeren van de meest effectieve en minst effectieve reacties in gegeven situaties
Probleemoplossende vaardigheden om complexe situaties af te handelen
Effectieve vaardigheden op het gebied van werkbeheer om taken te prioriteren
Sterke communicatievaardigheden zowel geschreven als verbaal
Efficiënte tijdmanagementvaardigheden om deadlines te halen
Het bieden van uitstekende klantenservice in verschillende scenario's
Aanpassingsvermogen aan verschillende werkomgevingen en veranderende vereisten
Effectieve besluitvormingsvaardigheden in kritieke situaties
Naleving van ethische en integriteitsnormen in alle acties

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 Situationele beoordelingstest?

Probleemoplossing
Probleemoplossende vaardigheden omvatten de capaciteit om complexe problemen of uitdagingen op te lossen en op te lossen efficiënt. Deze vaardigheid wordt in de test gemeten om het vermogen van de kandidaat te evalueren om problemen te analyseren, oplossingen te ontwikkelen en goede beslissingen te nemen.
Werkbeheer
Vaardigheden voor werkbeheer omvatten de mogelijkheid om prioriteit te geven aan taken, Wijs middelen effectief toe en neem deadlines aan. Door deze vaardigheid in de test te beoordelen, kunnen recruiters de organisatorische vaardigheden, tijdmanagementmogelijkheden en het vermogen van de kandidaat meten om meerdere verantwoordelijkheden te verwerken.
Communicatievaardigheden
Communicatievaardigheden die effectief verbaal en geschreven zijn Communicatie, actief luisteren en de mogelijkheid om informatie duidelijk en beknopt over te brengen. Door deze vaardigheid in de test te meten, kunnen recruiters het vermogen van de kandidaat beoordelen om ideeën uit te drukken, samen te werken met anderen en de behoeften van klanten en collega's te begrijpen en te reageren.
Time Management
Tijdbeheervaardigheid omvat de mogelijkheid om taken te plannen en prioriteren, tijd effectief toe te wijzen en werk binnen deadlines te voltooien. Deze vaardigheid wordt in de test gemeten om het vermogen van de kandidaat te evalueren om tijd en middelen efficiënt te beheren, de productiviteit te behouden en doelen te bereiken.
klantenservice
Vaardigheid voor klantenservice verwijst naar de mogelijkheid om de mogelijkheid te geven Begrijp en vervul de klantbehoeften, zorg voor ondersteuning en onderhoud positieve relaties met klanten of klanten. Door deze vaardigheid in de test te meten, kunnen recruiters de mogelijkheid van de kandidaat beoordelen om klantvragen of klachten af te handelen, empathie aan te tonen en bevredigende oplossingen te leveren.
aanpassingsvermogen
Aanpassingsvermogen omvat de mogelijkheid om de mogelijkheid te maken aanpassen aan veranderende omstandigheden, omgaan met onverwachte situaties en omarm nieuwe ideeën of benaderingen. Door deze vaardigheid in de test te beoordelen, kunnen recruiters de flexibiliteit, veerkracht en het vermogen van de kandidaat evalueren om dynamische werkomgevingen te navigeren.
besluitvorming
besluitvormingsvaardigheid verwijst naar het vermogen Om opties te beoordelen, informatie te analyseren en geïnformeerde keuzes of oordelen te maken. Deze vaardigheid wordt in de test gemeten om het rationele denken, probleemoplossende vaardigheden en het vermogen van de kandidaat te evalueren om verschillende factoren te overwegen voordat ze beslissingen nemen.
ethiek en integriteit
Ethiek en integriteitsvaardigheden Verwijst naar het naleven van morele principes, gedragscode en eerlijk en verantwoord handelen. Door deze vaardigheid in de test te meten, kunnen recruiters het morele oordeel, ethisch gedrag en betrouwbaarheid van de kandidaat evalueren bij het handhaven van de waarden en normen van de organisatie.
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 Situationele beoordelingstest to be based on.
Beoordelingsreacties
Meest effectieve reacties
Minst effectieve reacties
Probleemoplossende technieken
Werkbelasting prioritering
Interpersoonlijke communicatie
Tijd effectief beheren
Klachtenbehandeling van de klant
Aanpassing aan nieuwe werkprocessen
Kritische besluitvorming
Ethische besluitvorming
Gegevens gebruiken om antwoorden te evalueren
Multitasking -vaardigheden
Actieve luistervaardigheden
Conflictoplossing
Het identificeren en oplossen van werkgerelateerde problemen
Effectieve delegatie
Onderhandelingsvaardigheden
Omgaan met moeilijke klanten
Flexibiliteit in werkbenadering
Het analyseren van risico's en voordelen
Professioneel gedrag
Werk beheren onder druk
Verkorting bouwen met klanten
Omgaan met dubbelzinnigheid
Technisch probleemoplossing
Teamwerk en samenwerking
Het identificeren van behoeften van de klant
Vertrouwelijke informatie afhandelen
Omgaan met tegenstrijdige prioriteiten
Duidelijke doelen stellen
Constructieve feedback geven
Analyse van verschillende perspectieven
Etiquette op de werkplek
Vergaderingsniveau overeenkomsten
Diversiteit respecteren
Het beheren van onderbrekingen
Crisisbeheersing
De vertrouwelijkheid handhaven
Anderen beïnvloeden
Ethische dilemma's oplossen
Beheer van concurrerende eisen
Aandacht voor detail
Professionaliteit in communicatie
Effectieve presentatievaardigheden
Organisatorische waarden begrijpen
Het beheren van verwachtingen
Creatief problemen oplossen
Feedback gebruiken voor verbetering
Conflictbeheer
Leiderschapskwaliteiten
Duidelijke instructies geven
Ontwikkeling van actieplannen
Continu lerende
Het handhaven van kalmte in stressvolle situaties
Onverwachte uitdagingen afhandelen
Vertrouwen opbouwen bij klanten
Het beheren van persoonlijke vooroordelen

Preview this test

Bekijk Sample Scorecard

What roles can I use the Situationele beoordelingstest for?

Manager
Leidinggevende
Software ontwikkelaar
Verkoop vertegenwoordiger
Vertegenwoordiger van de klantenservice
Projectleider
Bedrijfsanalist
Human Resources Manager
Operations Manager
Marketingmanager

How is the Situationele beoordelingstest 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

Technische kennis toepassen om problemen op te lossen
Situaties analyseren om mogelijke oplossingen te identificeren
Het stellen en behalen van doelen binnen gegeven tijdlijnen
Werk samen met teamleden om gemeenschappelijke doelstellingen te bereiken
Het handhaven van een positieve houding en professionaliteit in uitdagende situaties
Het verzamelen en analyseren van informatie om geïnformeerde beslissingen te nemen
Conflicten beheren en interpersoonlijke problemen effectief oplossen
Het aantonen van sterke leiderschapsvaardigheden bij het begeleiden van anderen
Het identificeren en aanpakken van potentiële risico's en problemen
Mentaliteit demonstreren van continu leren en verbetering

Preview this test

Bekijk Sample Scorecard

De rekruteringsmanagers waren van mening dat ze door de technische vragen die ze tijdens de panelgesprekken stelden, konden zien welke kandidaten beter scoorden, en onderscheidden ze zich met degenen die niet zo goed scoorden. Zij zijn zeer tevreden met de kwaliteit van de kandidaten op de shortlist van de Adaface-screening.

85%

Vermindering van de screeningstijd

Bekijk volledige case study

Situationele beoordelings Online Test Veelgestelde vragen

Wat is het situationele oordeel?

Situationele beoordelingstests (SJT's) zijn populair in West-Europa en de VS om de besluitvormingscapaciteiten te beoordelen. Deelnemers krijgen werkspecifieke scenario's gepresenteerd en worden gevraagd om te beoordelen hoe ze op zo'n potentieel werkdilemma zouden reageren.

Welke vaardigheden zijn vereist voor een situationele beoordelingsrol?

Afhankelijk van de rol en de industrie kan een situationele beoordelingsexpert de volgende vaardigheden vereisen:

Klantoriëntatie
Probleemoplossing
Team- en werkbeheer
Beslissingen nemen met onvoldoende informatie

Kan ik meerdere vaardigheden combineren in één aangepaste beoordeling?

Ja absoluut. Aangepaste beoordelingen zijn opgezet op basis van uw functiebeschrijving en bevatten vragen over alle must-have vaardigheden die u opgeeft.

Heeft u functies tegen latere of proctoring op hun plaats?

We hebben de volgende anti-cheating-functies op zijn plaats:

Niet-googelbare vragen
IP Proctoring
Web Proctoring
Webcam Proctoring
Plagiaatdetectie
Beveilig browser

Lees meer over de Proctoring -functies.

Hoe interpreteer ik testscores?

Het belangrijkste om in gedachten te houden is dat een beoordeling een eliminatietool is, geen selectietool. Een vaardighedenbeoordeling is geoptimaliseerd om u te helpen kandidaten te elimineren die niet technisch gekwalificeerd zijn voor de rol, het is niet geoptimaliseerd om u te helpen de beste kandidaat voor de rol te vinden. Dus de ideale manier om een beoordeling te gebruiken is om een drempelscore te bepalen (meestal 55%, wij helpen u benchmark) en alle kandidaten uit te nodigen die boven de drempel scoren voor de volgende interviewrondes.

Voor welk ervaringsniveau kan ik deze test gebruiken?

Elke ADAFACE -beoordeling is aangepast aan uw functiebeschrijving/ ideale kandidaatpersonage (onze experts van het onderwerp zullen de juiste vragen kiezen voor uw beoordeling uit onze bibliotheek van 10000+ vragen). Deze beoordeling kan worden aangepast voor elk ervaringsniveau.

Krijgt elke kandidaat dezelfde vragen?

Ja, het maakt het veel gemakkelijker voor u om kandidaten te vergelijken. Opties voor MCQ -vragen en de volgorde van vragen worden gerandomiseerd. We hebben anti-cheating/proctoring functies. In ons bedrijfsplan hebben we ook de optie om meerdere versies van dezelfde beoordeling te maken met vragen over vergelijkbare moeilijkheidsniveaus.