[3] These tests represent a distinct psychometric approach compared to the traditional knowledge-based multiple-choice items[2][4] and are frequently utilized in industrial-organizational psychology applications, such as personnel selection.
[5] Unlike most psychological tests, SJTs are not typically acquired off-the-shelf; instead, they are bespoke tools, tailored to suit specific role requirements.
Developing a situational judgement test begins with conducting a job analysis that includes collecting critical incidents.
[12] A thesis submitted to George Mason University in 2010 by Adam M. Grim created a study to measure individual adaptability in applied settings.
"[13] ASJT had similar relationships with all variables of interest in both samples, thus providing support for the generalizability of the measure to both military and business settings.
[13] With this ASJT did not have differential validity and provides a selection instrument that would not cause adverse impact or be subject to legal challenge because of predictive bias.
One significant benefit is their reduced levels of adverse impact by gender and ethnicity[15] compared to cognitive ability tests.
[2] Administration of SJTs can be conducted in bulk, either via traditional pen-and-paper methods or online platforms, offering flexibility in large-scale testing.
[2] The design process of SJTs results in content that is more relevant than other assessment types,[16][17] leading to greater acceptance and engagement from candidates.
[2] Unlike cognitive ability tests, the scenarios in SJTs are based on real incidents, making them more relatable and practical.
Practice is unlikely to significantly enhance candidate performance in SJTs because the answers cannot be logically deduced; what is appropriate in one organizational context may be inappropriate in another.
[18] When used in combination with knowledge-based tests, SJTs provide a more comprehensive evaluation of a candidate's aptitude for specific job roles.
Some professions that almost always require SJT exams are administrative, management, firefighters, customer service, nursing, call centers, and police officers.
[21] Other SJT test question types are multiple-choice, most-least or best/worst answer tables (where more than one option must be chosen on a certain scale), ranking and rating, or short video scenes (simulates the situation being asked about).
[21] SJTs have faced several criticisms, particularly regarding their use in admissions screening, such as the multiple mini-interview, which has been shown to cause gender[12] and socioeconomic bias.
[11] The brevity of scenarios in many SJTs can prevent candidates from becoming fully immersed, thereby reducing the intended realism and potentially affecting the quality and depth of assessment.
[16] Moreover, SJT responses can sometimes be transparent, merely reflecting best practice knowledge without effectively differentiating between candidates' work-related performance.
[27] While SJTs might reduce certain kinds of visual bias, they can reinforce others, potentially promoting uniform work and cultural values.