Advantages Over Other Measures
- They show reduced levels of adverse impact, by gender and ethnicity, compared to cognitive ability tests.
- They use measures that directly assess job relevant behaviours.
- They can be administered in bulk, either via pen and paper or on-line.
- The SJT design process results in higher relevance of content than other psychometric assessments They are therefore more acceptable and engaging to candidates compared to cognitive ability tests since scenarios are based on real incidents
- It is unlikely that practice will enhance candidate performance as the answers cannot be arrived at logically – a response to a situation may be appropriate in one organisation and inappropriate in another.
- They can tap into a variety of constructs – ranging from problem solving and decision making to interpersonal skills. Traditional psychometric tests do not account for the interaction between ability, personality and other traits.
- Conscientiousness can be built into a test as a major factor of individual differences.
- They can be used in combination with a knowledge based test to give a better overall picture of a candidate's aptitude for a certain job.
Read more about this topic: Situational Judgement Test
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