Situational Judgement test is a type of psychological assessment that presents respondents with hypothetical work-related situations and asks them how to handle those scenarios.
It assesses employees on responses to challenging situations that they might encounter at work in a simulated work environment. It requires candidates to demonstrate their behavioral skills in an activity that resembles an actual organizational situation and measures behavioral competencies. These have been found to be valid and effective in a variety of organizational settings where an in-depth behavioral assessment is required.
The Situational Judgement Test can be created specific to job functions. Since they are administered virtually, they are highly time and cost-effective, and easily scalable, enabling you to hire the right candidates, identify top talent, develop the right employees, and make informed decisions about your organization’s future leaders.
Jombay has an extensive bank of situations and has the capability to create situations in house. We use the concept of ‘priming’ while creating the response options for these situations. Priming is a concept of cognitive psychology where we expose someone to something that influences their behavior without that individual being aware that the first thing guided their behavior. So all responses in a situational judgment test are primed to influence the test taker to see all options as appealing and the most suited response does not become obvious to the participants. This design helps prevent the most socially desirable option to stand out.
Participants are presented with real-world situations that they are likely to face. They are given four situational and contextualized answer options, from which they must choose the one that they are most likely to follow.
Yes. Organizations can provide content as per Jombay’s Situational Judgement Test template.
Individual Contributors, Junior Managers, & Middle Managers, Senior Leaders
English + Multiple Languages are supported
Our experts with I/O Psychology backgrounds follow guidelines of the BPS (British Psychological Society).
The Situational Judgement Test is based on Cattel’s 16PF and Costa and McCrae’s Big 5 Models of Personality, Goleman’s concept of Emotional Intelligence, and Organ’s Organizational Citizenship Behavior Theory.
A standardized list of traits is used to effectively measure job fitment, performance, and success. Each trait consists of a set of standardized statements that are presented to the participant.
Our tools come with robust reliability and validity standards and are based on validated scientific theories and practices.
Reliability assesses the extent to which variations in test scores reflect true differences in ability between people (on the construct being measured) rather than random errors in measurement.
Test-retest reliability assesses the extent to which the tool produces consistent scores when used on two different occasions.
The test-retest reliability coefficients for the traits of the Situational Judgement Test range from 0.40 to 0.85.
Additionally, the internal consistency reliability coefficients for the assessments were found to be ranging from 0.3 to 0.8. This assesses the extent to which all of the items in a scale are measuring the same underlying construct or trait.
Validity assesses the degree to which a scale measures the construct that it claims to measure. Convergent and Divergent validities have been used to assess the validity of the Situational Judgement Test. Convergent validity checks whether scores on two different tests measuring the same construct are significantly correlated. Divergent validity checks whether scores on two different tests, which measure constructs distinct from each other, show insignificant correlation. The coefficients of convergent and divergent validity for the Situational Judgement Test ranges from 0.3 to 0.4, and 0.4 to 0.5 respectively.
Predictive validity was also computed. Predictive validity is established by comparing an individual’s performance on an assessment to his/her future performance on a set of predetermined criteria. To establish predictive validity, a pool of candidates was identified. For these candidates, independent behavioral ratings on all traits from managers or immediate stakeholders were recorded. The predictive validity coefficients for the Situational Judgement Test ranged between 0.3 and 0.5.
Norm groups are available for 3 levels - Junior, middle, and senior. Normed on a sample of 5000+ respondents across different geographies - India, USA, Europe and Southeast Asia (representative sample with different age, gender, job level, occupations)
Jombay is committed to ensuring that its tests are of the highest quality and rigor and developed to be unbiased and culture fair. All items in this assessment use simple language that is easily understandable, are gender neutral, and are comprehensively evaluated during the development process.
Jombay ensures that its products are not offensive or controversial, do not reinforce stereotypical views of any group, are free of racial, ethnic, gender, socioeconomic, or other forms of bias, and are free of content believed to be inappropriate or derogatory towards any group.
The Situational Judgement Test is widely used in a variety of organizational settings where an in-depth behavioral assessment is required. Given below are the various benefits of using the Situational Judgement Test.
Customize the experience by adding employer branding and creating your own specific job profiles.
Intuitive interface for both assessment takers and administrators.
Access the insights that matter most with our well designed reports.
Understand strengths and areas of improvement of your people. Improve performance through appropriate development.
Pinpoint what’s crucial for success in specific roles.
Available in different languages on request
Determine an individual’s fit to your organization & create high impact team profiles.
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