Situational Judgement Tests present realistic workplace scenarios and ask how you would respond. They measure judgment, values, and decision-making aligned with the employer's competency framework.
Situational Judgement Tests (SJTs) present realistic workplace scenarios and ask you to choose the most and least effective responses. Unlike personality tests, SJTs have objectively better and worse answers, determined by the employer's competency framework and values. They are used to assess judgment, professionalism, and cultural fit in a way that is harder to fake than personality questionnaires.
Understanding the different formats helps you prepare more efficiently.
Choose the most AND least effective response from 4-5 options. The most common format. Partial credit is often given for near-correct answers.
Rank all responses from most to least effective. More granular than most/least, and harder to score well on.
Rate each response on a scale (e.g., Very Ineffective to Very Effective). Allows nuanced responses.
Watch a short video of a workplace scenario, then answer questions. Used by HireVue and some company-specific platforms.
Try these example questions to get a feel for the format. Click "Show Answer" to see the explanation.
You are working on a project with a tight deadline. A colleague tells you they are struggling with their section and may not finish on time. What is the most effective response? A) Tell your manager immediately so they can reassign the work B) Offer to help your colleague and assess together whether the deadline is still achievable C) Focus on your own work. It's not your responsibility D) Complete your colleague's work for them without telling anyone
Proven techniques to maximise your Situational Judgement score.
SJTs are designed to measure alignment with specific company values. Research the employer's competency framework and values before the test. The 'best' answers reflect these values.
The best answers in SJTs are usually collaborative, proactive, and transparent. Avoid responses that are passive, secretive, or that bypass proper channels.
Very aggressive or very passive responses are almost always wrong. The best responses are measured, professional, and consider multiple stakeholders.
Good SJT answers consider the impact on colleagues, customers, the organisation, and yourself. One-dimensional answers that only consider one stakeholder are usually suboptimal.
The more SJT scenarios you practice, the better your intuition for 'professional best practice' becomes. Aim for 50+ practice scenarios before your real test.
Everything you need to know about Situational Judgement tests.
Logical reasoning tests measure abstract thinking and pattern recognition, the ability to identify rules in sequences of shapes, symbols, and diagrams without language or numbers.
Personality assessments help employers predict job performance and cultural fit. Unlike aptitude tests, there are no correct answers, but consistency and authenticity are critical.
Emotional intelligence assessments measure your ability to recognise, understand, and manage emotions, in yourself and others. Increasingly used for leadership and management roles.