Let’s say two candidates have identical resumes. Same experience, same qualifications, similar skills.
But put them in a real-world work scenario—conflict, pressure, or uncertainty—and only one makes a smart, ethical, and effective decision.
That’s what a Situational Judgement Test (SJT) is built to measure.
In this guide, we’ll break down exactly what SJTs evaluate, how they do it, and why they’re one of the most insightful tools you can use in hiring.
Need a broader understanding of how SJTs work? Start with this:
👉 Situational Judgement: Complete Guide for CEOs & Recruiters
What Is a Situational Judgement Test, Really?
A Situational Judgement Test is a type of assessment where candidates are presented with real-life work scenarios and asked to choose how they would respond.
Unlike traditional tests that check knowledge, SJTs reveal behavioral instincts, soft skills, and decision-making styles.
They’re widely used by recruiters, CEOs, and hiring managers to:
- Screen large applicant pools
- Evaluate emotional intelligence
- Identify leadership potential
- Predict workplace behavior
So, What Do SJTs Actually Measure?
Let’s get into the details. SJTs focus on behavioral competencies—those essential, job-relevant soft skills that are harder to test in interviews.
Here’s a breakdown of what’s commonly measured:
| Competency | What It Evaluates |
| Decision-Making | Can the candidate assess a situation and make sound choices? |
| Problem-Solving | Do they identify solutions that are practical and effective? |
| Interpersonal Skills | How well do they communicate and work with others? |
| Teamwork & Collaboration | Can they support team goals while respecting individual roles? |
| Conflict Resolution | Do they de-escalate tense situations or make them worse? |
| Adaptability | Can they adjust behavior when priorities or dynamics shift? |
| Time Management | Do they prioritize tasks efficiently under pressure? |
| Ethical Judgment | Do their choices align with company values and integrity? |
Measuring Competency Through Scenarios
Each SJT question is a small case study. Candidates don’t just answer—they show how they think.
Example Scenario:
You’re working on a team project with a tight deadline. A colleague submits a section late, and it contains errors that could delay the final handoff.
What would you do?
| Response Option | Competency Being Measured |
| Address the errors yourself to stay on schedule | Time management, initiative |
| Speak to the colleague privately and offer support | Interpersonal skills, collaboration |
| Report the issue to a manager without telling the teammate | Conflict resolution, professionalism |
| Send the section back with a harsh note | Emotional control, communication |
There’s rarely one perfect answer, but some answers reflect stronger judgement than others.
To see how these traits are evaluated in action, browse our 350 situational judgement test sample questions with answers in PDF format.
How Are These Competencies Scored?
Scoring usually happens in two ways:
- Expert-validated answers – Responses are compared to how top performers or SMEs would answer.
- Ranking or rating – Candidates are asked to rank responses from most to least effective.
You can assign scores per competency and use weighting based on role relevance.
📊 Dive deeper here:
👉 How Are Situational Judgement Tests Scored
Why This Matters for Hiring
A resume tells you what someone has done. An interview tells you what they say they’d do. An SJT?
It shows you what they’re likely to actually do when things get real.
Benefits for CEOs & Recruiters:
| Benefit | Impact |
| Objective behavior measurement | Less bias in early-stage screening |
| Soft-skill assessment at scale | Saves time in identifying high-potential candidates |
| Predictive hiring insights | Reduces costly mis-hires |
| Culture alignment | Filters for candidates who match company values |
How SJTs Measure Different Job Levels
Not all SJTs are created equal. Competencies measured vary depending on job seniority.
| Job Level | Key Competencies Measured |
| Entry-Level | Following instructions, time management, teamwork |
| Mid-Level | Communication, adaptability, problem-solving |
| Leadership/Executive | Ethical judgement, strategic decision-making, conflict resolution |
For more on benchmarking and evaluating performance:
👉 What Is a Good Score on the Situational Judgement Test
Measuring Through Different Test Formats
You can deliver SJTs in different styles—and each measures slightly differently.
| Format Type | Strengths |
| Multiple Choice | Great for volume screening, quick decisions |
| Ranking Tasks | Measures prioritization and comparative judgement |
| Open-Ended (Casper-style) | Evaluates deeper emotional intelligence and reasoning |
Want to explore open-ended formats like Casper?
👉 What Is the Casper Situational Judgement Test
Real-World Models to Learn From
The UK’s Department for Work and Pensions (DWP) uses SJTs to screen civil servants. Their approach ensures:
- Behavioral competency alignment
- Bias reduction in hiring
- Standardized scoring across candidates
You can borrow their structure, even for private-sector hiring.
👉 UK’s DWP Situational Judgement Test: How to Incorporate Their SJT-Style
Final Thoughts
So, what do situational judgement tests measure?
They measure what matters most when people are under pressure, solving problems, and interacting with others.
SJTs help you move past polished interviews and into the real-world behaviors that drive success or cause failure. Whether you’re hiring for entry-level staff or top-tier leaders, the right SJT will tell you how your candidate thinks—and if they’re ready for what the job demands.
Looking to take the next step?
- How Long Is the Situational Judgement Test
- Situational Judgement: Complete Guide for CEOs & Recruiters
Because hiring isn’t just about finding talent. It’s about understanding judgment. ✅