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Situational judgement tests

SJT’s are commonly used in recruitment, but there is further evidence that they could be used as part of a development process, particularly development centres.

For example, if a delegate is presented with a situation, they can then verbally give their response to an observer. They can also explain why they have chosen their answers, allowing for an observer to assess a candidate’s rationale, not just their judgment.


This process allows the candidate to get quality feedback on the decisions they have made. However, it also provides the opportunity to coach behaviours. If an organsiation is trying to drive new behaviours, this tool can be used to inculcate the new culture and behaviour into the delegate’s future thinking.