SHL Situational Judgement Testare usually presented in textual or multimedia formats that present different scenarios and multiple-choice options. These SHL tests are brief filtering tools that help organizations manage applications while enhancing the candidate experience.
The results of the SHL SJT tests are helpful in leveraging candidates who do not have a minimum level of behavior appropriate to the job, the company, or the culture.
What Are Situational Judgement Tests?
Situational Judgement Tests (SJT) present candidates with a range of different situations that they might experience in the role they are applying for.
Situational judgement tests tend to determine behavioral tendencies, assessing how an individual will behave in a certain place, situation, and knowledge instruction, which evaluates the effectiveness of possible responses.
The situation, can be presented in a variety of different waysץ
In most job screening companies, there is no time to finish the test, but usually, there are between 20 and 30 questions.
It’s best to reach a score of 80% in your SJT.
The SJT is typically administered online and is timed, with each scenario having a set time limit for response. The test may cover a wide range of topics, including teamwork, communication, problem-solving, time management, and ethical decision-making.
SHL situational judgement test questions and answers
- Scenario Description: Each item typically starts with a description of a scenario that is relevant to the role you’re applying for.
- Answer Options: You’ll be given multiple-choice options that suggest various ways of responding to the scenario.
- Your Task: Your task is usually to choose the ‘most effective’ and the ‘least effective’ response or rate the responses based on their effectiveness.
| Response | Least Effective | Most Effective |
| Do not allow the employee to go on vacation | ||
| Tell the employee that you need to change his job | ||
| Tell the employee that you are dissatisfied with his output | ||
| Tell the employee that he made a lot of mistakes in the last month |
Scenario: You are working on a team project with tight deadlines. One of your team members, Alex, seems to be struggling to keep up with their tasks and is often missing important deadlines. The team is starting to feel frustrated, and the project’s success is at risk. You are responsible for overseeing the team’s progress.
Question: Which of the following actions would you take in this situation?
A) Have a private conversation with Alex to understand the challenges they are facing and offer assistance or resources to help them meet the deadlines. B) Ignore Alex’s performance issues and hope they improve on their own over time. C) Speak negatively about Alex’s performance to other team members to get their support in pressuring Alex to work harder. D) Report Alex’s performance issues to your supervisor immediately and recommend that they be removed from the team.
Answer: A) Have a private conversation with Alex to understand the challenges they are facing and offer assistance or resources to help them meet the deadlines.
Explanation:
- Option A shows a proactive and supportive approach to address the problem. It demonstrates empathy towards the struggling team member, seeks to understand the root cause of the performance issues, and offers help and resources to improve their performance. This approach fosters a positive and collaborative team environment and is likely to lead to a more successful resolution of the problem.
- Option B is not a recommended approach because ignoring performance issues can harm the team’s productivity and may lead to the failure of the project.
- Option C involves gossiping and trying to create pressure on the team member, which is unprofessional and counterproductive to building a positive team dynamic.
- Option D may be necessary in extreme cases, but it should be considered as a last resort after trying to address the issue through constructive means. Reporting the issue immediately without attempting to help the team member first may not be the best course of action.
Scoring and Feedback
Once the test is completed, scores are usually generated based on the effectiveness of the answers you’ve chosen. Some tests also offer feedback, outlining areas where you performed well and where there might be room for improvement.
Keep in mind that situational judgement tests are usually just one part of a multi-step recruitment process, which may also include interviews, skills tests, and other assessments.
Common Situational Judgement Test
Companies use different ways for candidates to respond to the situations presented
- Administrative SJT Sample Test Questions
- Customer Service SJT Sample Test Questions
- Supervisory SJT Sample Test Questions
- Civil Service SJT Sample Test Questions
- Sales SJT Sample Test Questions
- Nursing SJT Sample Test Questions
- Call Center SJT Sample Test Questions
- Police SJT Sample Test Questions
- Firefighter SJT Sample Test Questions
FAQ
here are some frequently asked questions (FAQs) and their answers about SHL’s Situational Judgement Test (SJT):
What is an SHL Situational Judgement Test?
SHL’s Situational Judgement Test is a pre-employment assessment tool used to evaluate a candidate’s decision-making, problem-solving abilities, and behavioral attributes. The test presents hypothetical work-related scenarios and asks the test-taker to choose the most appropriate response from multiple options.
How Long is the Test?
The length of the test can vary, but most SJTs last between 20 and 30 minutes. The number of questions can also differ based on the employer’s requirements.
Is the Test Timed?
Most SJTs are timed, although the specific conditions can vary. Make sure to check this detail in advance and practice under timed conditions if necessary.
What Skills Does the Test Assess?
The test commonly assesses skills like communication, teamwork, leadership, and ethical decision-making. The competencies tested are often aligned with the job role for which you are applying.
Can I Prepare for the SJT?
Yes, you can prepare by understanding the job role, the company culture, and the competencies being tested. Practice tests are also available, which can help you become familiar with the format and types of questions.
How is the Test Scored?
SJTs are usually scored by matching your responses to a pre-determined scoring key developed by job experts. The scoring may involve assigning points to responses based on their effectiveness, or it may involve a simpler right/wrong marking scheme.
Do I Need to Answer All Questions?
Generally, it’s advisable to answer all questions unless you are specifically told that there is a penalty for guessing.
Is There a “Right” Answer?
While some choices are better than others based on the context and the role, SJTs usually assess a range of behaviors and skills. Therefore, the “best” answer can sometimes be subjective and dependent on the specific competencies being tested.
Can I Change My Answers?
In most online tests, you have the freedom to go back and change your answers as long as you are within the time limit.
What Happens After the Test?
After completing the SJT, your results are usually sent to the employer for evaluation, often as a part of a broader assessment package. You may or may not receive feedback, depending on the employer’s policy.
Will the SJT Alone Determine My Eligibility for the Job?
Typically, SJTs are just one component of a comprehensive selection process that may also include other tests, interviews, and background checks.
