I’ve become quite familiar with an article by Lievens et al, entitled ‘Situational Judgement Tests: a review of recent research’ which was put together to offer an empirically-based review of SJTs based on statistics and research.
I won’t go through the finite details of this (although if anybody is interested, do let me know and I’ll send you a copy) – but the upshot of the review is that SJTs are as predictive into future job performance as personality profiling tools, and more predictive than competency-based interviews.
All of this is great, and lets us know that we’re doing the right thing by promoting the use of SJTs among our clients, but one thing that really drew my attention in the article was how SJTs are perceived from the applicant’s perspective.
SJTs are much preferred by applicants, as they see perceive them as job-related. Instead of being asked generic ability or personality questionnaires, SJTs actually present applicants with scenario-based questions which are specific to the role they are applying for. This engages the applicant more as they can envisage themselves within these scenarios, and the great thing for recruitment teams is that applicants can de-select themselves from the process if they don’t like what they hear – it’s win, win!
So – SJTs are the way forward not just for recruiters, but for applicants themselves – to speak more, give me a shout.
To speak with Evolve Assess about how SJTs can be used across your business, contact us on email@example.com