Situational Judgement Test


Harver helps companies evaluate applicants on key competencies important for the job. Harver’s Situational Judgement Test (SJT) is an assessment designed to not only test how a candidate would respond to different situations on the job, but also provides a realistic preview of the job. Throughout the assessment they are faced with different situations with multiple options of how to respond to these situations and asked to identify the best and worst way to respond. All situations are related to the job and challenge key behaviors and characteristics related to success in the role and help companies better understand how effectively a candidate would deal with these situations.


How SJTs are developed

Harver’s People Science team develops SJTs custom to your organization and open vacancies by performing a job analysis of a specific job or job group, by working with subject matter experts in your organization. The goal of a job analysis is that SJT developers get a full understanding of the different situations employees face each day, the most effective response to these situations, and the impact it has on their job performance. From here, they create scenarios that can then be measured based on this analysis. 

Candidate Experience

SJT questions can be presented as separate unrelated situations but can also be part of a larger scenario and relate to various parts of relevant job behaviors. In this way the 'story' of the job can be told as well, providing the candidate with a realistic job preview. 

During the Situational Judgement Test, a candidate is presented with situations that may happen on the job as well as multiple options of how to respond. The candidate must then choose both the best and the worst option. Oftentimes, situations are presented with a video or image. 

Candidate Results

The SJT results will be included in the matching profiles to help predict performance. Individual SJT results will also be presented and are based on how many correct and incorrect answers the candidate chose during the experience. 

Below you can find how points are calculated for each SJT question. The higher the score, the more accurately the candidate answered the situations.

  • If candidate chooses 'best' for 'best' answer, score = +1

  • If candidate chooses 'worst' for ‘worst’ answer, score = +1

  • If candidate chooses 'best' for 'empty' answer, score = 0

  • If candidate chooses 'worst' for 'empty' answer, score = 0

  • If candidate chooses 'best' for worst' answer, score= -1

  • If candidate chooses 'worst' for 'best' answer, score = -1

For any questions and set up, please reach out to your Account Manager.


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