SJT

SJT stands for situational judgment test, a type of assessment designed to evaluate an individual’s judgment and decision-making in work-related situations. SJTs present a series of short vignettes or scenarios, each followed by a set of possible responses. Test-takers select the most appropriate option, or rank-order the options, or indicate which option is least effective. The items typically target non-cognitive competencies such as communication, teamwork, ethical reasoning, professionalism, and problem-solving, though content varies by context.

Development and formats: SJTs are generally created from job analyses and input from subject-matter experts to reflect real-world demands. They can use a single-best-answer format, multiple-best answers, or ranking formats. Some SJTs are computer-based, others paper-based, and some employ adaptive or stepped designs. Scoring keys are established by experts and may be refined with empirical data to enhance validity and fairness.

Applications and domains: SJTs are widely used in personnel selection, including recruitment and hiring, as well as in medical and health-profession admissions, residency selection, and credentialing processes. They are valued for assessing practical judgment and interpersonal skills that are not easily captured by traditional cognitive tests.

Reliability, validity, and criticisms: Validity evidence for SJTs comes from their ability to predict job performance and relevant outcomes when well designed. They are relatively resistant to socially desirable responding compared with some self-report measures, but can be affected by cultural bias, language demands, and content relevance. Development costs can be substantial, and scenarios need regular updating to maintain fairness and applicability. Coaching can influence some scores if preparation resources are available.

See also: situational test, assessment center, job analysis.