Let’s face it: resumes and interviews can only tell you so much. They’re polished, rehearsed, and often filled with buzzwords.
But when the real work begins—tight deadlines, difficult clients, team conflicts—what really matters is how people respond.
That’s where Situational Judgement Tests (SJTs) come in. And if you’re a CEO or recruiter looking to build smarter, stronger teams, this guide is for you.
Let’s break it all down—from what situational judgement means to how to use it in hiring without overwhelming your process.
What Is Situational Judgement (SJT)?
At its core, situational judgement is about how someone thinks and behaves in real-life, often tricky, workplace scenarios.
A Situational Judgement Test (SJT) presents candidates with hypothetical yet realistic work situations and asks them to choose the most appropriate response from several options.
These tests are designed to assess:
- Problem-solving
- Ethical reasoning
- Communication
- Emotional intelligence
- Teamwork and leadership
Think of it like a stress test for decision-making—only without the real-world consequences.
Why Should CEOs & Recruiters Care About SJTs?
Because hiring for skills alone isn’t enough anymore.
You need to know:
- How a candidate will handle conflict
- Whether they make ethical, people-first decisions
- How they respond under pressure
- Whether they align with your company’s values
Here’s why SJTs are becoming a top tool in modern recruitment:
| Benefit | Why It Matters for Leaders |
| Real-world insights | SJTs show how people think—not just what they know |
| Bias reduction | Standardized scenarios reduce interviewer bias |
| Time-saving | Quickly filter high-potential candidates |
| Scalable | Use it for 1 role or 1,000 with minimal admin |
| Soft-skill focused | Ideal for roles requiring empathy, judgment, leadership |
Want a high-level overview to revisit later?
👉 Situational Judgement: Complete Guide for CEOs & Recruiters
How Situational Judgement Tests Work
Each test typically contains 10–25 scenarios tailored to your company or industry. Candidates read the situation and must:
- Choose the most appropriate response
- Rank responses from best to worst
- Or select multiple suitable responses
Example Scenario:
You notice that a team member is struggling to meet deadlines, and it’s impacting the rest of the project. What do you do?
A. Report them to your manager immediately
B. Offer help and check if they’re facing any challenges
C. Ignore the issue and focus on your own tasks
D. Reassign some of their tasks without telling them
There’s no obvious “right” answer—but there is a best one for your company culture.
What Do Situational Judgement Tests Measure?
SJTs are tailored to measure workplace behaviors that are difficult to fake in interviews.
| Competency | What It Reflects |
| Decision-making | Can they think critically under pressure? |
| Conflict resolution | Do they de-escalate or avoid problems? |
| Integrity | Will they act ethically, even without supervision? |
| Collaboration | Can they work well in teams and support peers? |
| Communication | Are they clear, respectful, and proactive? |
Dive deeper here:
👉 What Do Situational Judgement Tests Measure
How Long Is the Situational Judgement Test?
Here’s what to expect based on role complexity:
| Role Type | Test Duration | Number of Questions |
| Entry-Level/Intern | 10–20 minutes | 8–12 questions |
| Mid-Level Roles | 20–30 minutes | 10–15 questions |
| Management & Executive | 30–45 minutes | 15–20+ questions |
Details here:
👉 How Long Is the Situational Judgement Test
How Are Situational Judgement Tests Scored?
SJTs are usually scored by comparing candidate responses to benchmarks set by:
- High-performing employees
- Leadership expectations
- Psychometric standards
Scoring Methods:
- Best-to-worst ranking: Points assigned based on how closely choices match ideal responses
- Expert-weighted: HR or department heads pre-score answers by impact
| Score Range | What It Tells You |
| 85–100% | Excellent judgment and soft skills |
| 70–84% | Solid performance, likely a good team fit |
| 50–69% | Average, may require coaching or oversight |
| Below 50% | Likely not suitable for high-pressure roles |
For a scoring framework, check:
👉 How Are Situational Judgement Tests Scored
What Is a Good Score on the SJT?
That depends on the role, but here’s a general benchmark:
| Role Type | Ideal Score Range |
| Entry-Level | 65–80% |
| Customer-Facing | 75–90% |
| Leadership | 85% and above |
More detailed guidelines here:
👉 What Is a Good Score on the Situational Judgement Test
The Casper SJT: A Modern Example Worth Noting
The Casper Situational Judgement Test is widely used in medical and education hiring for its in-depth soft-skill focus. It uses open-ended responses, not multiple choice.
Key takeaway? SJTs can evolve to match your industry, values, and communication style.
More on Casper:
👉 What Is the Casper Situational Judgement Test
Sample Questions You Can Use Today (PDF)
Want to try SJTs yourself or build a hiring tool?
📥 Download 350+ Situational Judgement Test Sample Questions (with Answers)
This collection is perfect for:
- Screening high-volume applicants
- Training hiring managers
- Creating tailored assessments by role
Case Study: Learning from the UK’s DWP SJT
The UK’s Department for Work and Pensions (DWP) developed a successful SJT model for hiring civil servants.
Their focus? Fairness, consistency, and testing values that reflect public service integrity.
You can adapt the same principles for:
- Public-facing businesses
- HR teams seeking unbiased assessments
- Building trust-based hiring pipelines
👉 UK’s DWP Situational Judgement Test: How to Incorporate Their SJT-Style
Final Thoughts
What is situational judgement (SJT)? It’s your window into how someone thinks when no one’s watching.
As a CEO or recruiter, it’s your secret weapon to:
- Hire for long-term cultural fit
- Build emotionally intelligent, ethical teams
- Reduce mis-hires and lower turnover
- Create a fairer, data-driven hiring process
SJTs don’t replace human interviews—they enhance them. They give you the insight to choose people who can not only do the job, but do it with thought, care, and leadership.
Want to implement this fast?
✅ Download sample SJT questions now
✅ Explore the full pillar on Situational Judgement
Because when it comes to hiring, how people think matters just as much as what they know.
