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SITUATIONALJUDGEMENTTESTS &MESSAGE ME
GUIDE
Our off-the-shelf suite of behavioural assessments
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What this guide covers:
1. Situational Judgement Tests
2. Instant Messaging Assessments
3. What we offer:
a. Graduate / Managerial Situational Judgement Test
b. Leadership Situational Judgement Test
c. Contact Centre Situational Judgement Test
d. Warehouse Operatives Situational Judgement Test
e. Sales Message Me Assessment
f. Recruiter Message Me Assessment
g. Retail Message Me Assessment
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SITUATIONAL JUDGEMENT TESTS
What is a Situational Judgement Test?
● Situational Judgement Tests (aka SJTs) give recruiters an easy way to see how
candidates will behave in their role.
● When taking a Situational Judgement Test, respondents will be presented with
several hypothetical workplace scenarios, candidates will then be asked to give the
most appropriate response to the situation at hand.
● Situational Judgement Tests have high face validity and excellent candidate
engagement, meaning they are great for indicating fit with a role, and future job
performance.
● SJTs give recruiters insight into a candidate’s decision making style and approach,
whilst simultaneously providing them with a more realistic job preview.
Why do employers use SJTs?
1. They provide a realistic job preview - SJT’s map competencies to your organisational
framework, providing candidates with a more realistic job preview, compared to
relying on interviews alone.
2. Eliminates hiring bias - SJTs measure how well candidates respond to a host of work
related scenarios, allowing you to find the most competent candidates for the role.
3. Saves time & hiring resources - SJTs allow candidates to self-select out if they
realise the job isn’t a good fit for them - saving you valuable time and resources.
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INSTANT MESSAGING ASSESSMENTS
What is an instant messaging assessment?
Under the hood, Message Me assessments work similarly to a traditional SJT. However
unlike traditional SJTs, Message Me assessments take on the form of an instant messaging
conversation (like you would see on a messaging platform such as WhatsApp or Facebook
Messenger).
In these assessments, candidates will receive a message from a colleague presenting them
with a question or scenario. Respondents must then reply by choosing from a selection of
different messages.
Why do employers use Message Me?
● The format is more appealing to younger candidates who are more used to this style
of interaction. They may find this more engaging whilst allowing candidate’s strengths
to be assessed in the format they’re most comfortable with.
● Instant messaging assessments can help provide more realistic scenarios to
respondents for certain roles. For example, for some types of role (e.g. retail
customer service), the traditional SJT format (mainly using static text) is not really
that realistic to their actual work environment, which can reduce the validity of SJT
results for some candidates in certain roles.
● Message Me utilises elements of gamification to create engaging assessments that
elicit faster and more accurate responses from candidates.
● Assessments are performed in real time, meaning candidates must mimic the fast-
paced decision making used in the actual work environment.
● Less pressure on candidates reading and comprehension skills as assessments
focus on behaviours.
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What we offer
Our business psychologists have been developing situational judgement tests for over 25
years.
All of our SJT’s and MM’s can be developed to be fully customised to reflect your company’s
values and the requirements of the role on offer.
We also offer several off-the-shelf solutions which can be easily incorporated into any
recruitment or employee development campaign. These include:
1. Graduate / Managerial Situational Judgement Test
2. Leadership Situational Judgement Test
3. Contact Centre Situational Judgement Test
4. Warehouse Operatives Situational Judgement Test
5. Sales Message Me Assessment
6. Recruiter Message Me Assessment
7. Retail Message Me Assessment
Delivered through our online psychometrics platform, Psycruit, our SJTs and MM’s can also
provide sifting scores, interviewer guidance reports and candidate development advice.
Information regarding individual scenario responses is also available.
What do our reports include?
Our SJT and MM reports are designed for Recruiters, line managers, HR and L&D
professionals. They include key findings from a candidates test performance that relate to
the way in which they are likely to respond to different scenarios in the workplace.
The report provides an overview of how the candidate may perform in a number of key areas
identified as critical to the role, suggesting some questions you may wish to incorporate into
a structured interview, as well as some potential areas of development for the candidate.
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Graduate / Managerial Situational Judgement Test
Our Graduate / Managerial SJT is designed to measure candidates judgement and
reasoning approach across a range of situations typical of a Graduate or Management role.
For example, what candidates deem the most appropriate response when faced with
opposition regarding a recent proposal of theirs. These situations measure competencies
that are critical to effective performance in such roles.
Competencies measured in this assessment include:
● Thinking - The thinking competency considers the extent to which a candidate
effectively analyses a situation and uses logic to identify patterns and trends in the
data.
● Achieving - The achieving competency measures the extent to which a candidate
strives to push projects forward to completion and tries to make improvements to
systems and processes, rather than accepting the status quo.
● Influencing - The influencing competency considers a candidate’s ability to
persuade others by presenting effective arguments based on analysis and logic.
● Collaboration & team work - The collaboration and teamwork competency
considers how a candidate builds new relationships in teams and seeks out
opportunities to work collectively in order to deliver results for the organisation.
● Commercial awareness - The commercial awareness competency measures the
extent to which a candidate has an understanding of the business, industry and
commercial concepts. It considers the ability to speculate about the future and
awareness of how a role fits into the wider business.
Technical Information:
Test time limit 30 minutes
Average completion time 25.03 minutes
Number of questions 15 questions
Number of questions in the item bank 28 questions
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Leadership Situational Judgement Test
Our Leadership SJT is designed to measure candidate’s judgement and reasoning approach
across a range of situations typical for a Leader. For example, what candidates deem the
most appropriate response if a member of their team walks out of the office due to stress?
These situations measure competencies that are critical to effective performance in
leadership roles.
Competencies measured in this assessment include:
● Judgement - The Judgement competency considers the extent to which a candidate
uses logic and intuition before making an objective decision, and if they consider
implications from multiple perspectives.
● Tolerance of ambiguity - The Tolerance of ambiguity competency recognises the
extent to which a candidate is comfortable working with uncertainty and not having a
solution immediately available to them. It considers how an individual operates
effectively in unpredictable situations.
● Flexibility - The Flexibility competency measures the extent to which a candidate
can flex their way of working and thinking. It considers how a candidate adapts to
changing circumstances and takes new ideas and concepts on board.
● Pragmatic commercialism - The Pragmatic commercialism competency is
interested in a candidate’s understanding of how industries and businesses work. It
considers the extent to which a candidate focuses on the practical realities of
emerging trends, challenges and opportunities in the industry, as well as the impact
their role has on wider business performance.
Technical Information:
Test time limit 30 minutes
Average completion time 20.59 minutes
Number of questions 12 questions
Number of questions in the item bank 12 questions
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Contact Centre Situational Judgement Test
Our Contact Centre SJT is designed to measure candidates’ judgement and reasoning
approach across a range of situations typical for a role in a Contact Centre. For example,
what candidates deem the most appropriate response when on the phone to a customer
they are having trouble understanding. These situations measure competencies that are
critical to effective performance in Contact Centres.
Competencies measured in this assessment include:
● Customer Service - The Customer Service competency assesses how well an
individual can assist and advise a customer before, during and after a purchase.
● Resilience - The Resilience competency relates to an individual’s ability to cope
under pressure and remain calm and composed in difficult situations. It also
considers their ability to recover quickly from difficulties or emotionally demanding
situations.
● Problem Solving - The Problem Solving competency considers whether an
individual can accurately assess a situation and quickly and effectively implement a
solution.
Technical Information:
Test time limit 20 minutes
Average completion time 9.33 minutes
Number of questions 9 questions
Number of questions in the item bank 22 questions
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Warehouse Operatives Situational Judgement Test
Our Warehouse Operatives SJT is designed to measure candidates’ judgement and
reasoning approach across a range of situations typical for an operative or picker role in a
warehouse. For example, what candidates deem the most appropriate response when
introduced to a new computer system during a busy shift. These situations measure
competencies that are critical to effective performance in warehouses.
Competencies measured in this assessment include:
● Delivery - The Delivery competency considers an individual’s ability to work at pace
to a high standard, as well as whether they can tolerate routine work, follow
processes and are happy working with technology.
● Customers - The Customers competency relates to an individual’s understanding of
customers’ needs and doing things properly to achieve customer satisfaction.
● Working Together - The Working Together competency relates to an individual’s
appetite for working independently as part of a larger team, whilst contributing to
team goals and maintaining working relationships.
Technical Information:
Test time limit 15 minutes
Average completion time 6.85 minutes
Number of questions 6 questions
Number of questions in the item bank 18 questions
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Sales Message Me Assessment
Our Sales Message Me is designed to measure candidates’ judgement and reasoning
approach across a range of situations typical for a sales role. For example, what candidates
deem the most appropriate response when a client cancels an important meeting last
minute. These situations measure competencies that are critical to effective performance in
a sales role.
Competencies measured in this assessment include:
● Empathy - The Empathy competency assesses how an individual understands the
perspective and needs of others, and has confidence to adapt their style to fit the
requirements of the customer.
● Results Orientation - The Results Orientation competency considers an individual’s
ability to set goals and targets, and understand and take the steps needed to achieve
them.
● Focus - The Focus competency considers the ability of an individual to pay careful
attention to a task or customer’s needs in order to achieve business objectives. It
considers how an individual ensures that a smooth sales process is maintained.
● Resilience - The Resilience competency assesses how well an individual responds
to setbacks and moves forward in light of criticism or unsuccessful sales.
Technical Information:
Test time limit No limit
Number of questions 12 questions
Number of questions in the item bank 20 questions
Our Sales Message Me is also available in - Swedish, Dutch and Finnish
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Recruiter Message Me Assessment
Our Recruiter Message Me is designed to measure candidates’ judgement and reasoning
approach across a range of situations typical for a role in recruitment. For example, what
candidates deem the most appropriate action when a client has chosen their perfect
candidate but the candidate seems hesitant. These situations measure competencies that
are critical to effective performance in a recruiter role.
Competencies measured in this assessment include:
● Empathy - The Empathy competency assesses how an individual understands the
perspective and needs of others, and has confidence to adapt their style to fit the
requirements of the candidates and clients they work with.
● Results orientation - The Results Orientation competency considers an individual’s
ability to set goals and targets, and understand and take the steps needed to achieve
them.
● Focus - The Focus competency considers the ability of an individual to pay careful
attention to a task or customer’s needs in order to achieve business objectives. It
considers how an individual ensures that a smooth process is maintained.
● Resilience - The Resilience competency assesses how well an individual responds
to setbacks and moves forward in light of criticism.
Technical Information:
Test time limit No limit
Number of questions 12 questions
Number of questions in the item bank 26 questions
Our Recruiter Message Me is also available in - Swedish, Dutch and Finnish
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Retail Message Me Assessment
Our Retail Message Me is designed to measure candidates’ judgement and reasoning
approach across a range of situations typical for a role in retail. For example, what
candidates deem the most appropriate action when a regular customer is chatting to them,
oblivious to the queue building up behind. These situations measure competencies that are
critical to effective performance in a retail role.
Competencies measured in this assessment include:
● Customers - The Customers competency relates to how much an individual values
working with customers and enjoys a frontline customer service role.
● Delivery - The Delivery competency assesses an individual’s ability to work at pace
and their focus on achieving results and completing work to a high standard.
● Working Together - The Working Together competency considers an individual’s
appetite for working in a team and their ability to manage relationships and support
colleagues.
Technical Information:
Test time limit No limit
Number of questions 6 questions
Number of questions in the item bank 22 questions