Assess judgement required for solving problems at the job at stake

Situation matters. We know that. Yet in some situations even great people make wrong decisions. Designing a good evaluator of Situational Judgement requires expertise and experience and specialist input.

At cut-e we know about these things – and we design specific Situation Judgement Assessments that are unique and reflect the every-day decisions that people in the specific role may need to make, whether they are cabin crew, customer service agents, sales people, hotel service staff or any other job role for which the assessment has been developed.

Clients who use Situational Judgement by cut-e

cut-e SJQ process: how we design an assessment

Slashing costs in volume recruitment with SJQs

Anton Knopff explains how the use of cut‑e custom-built SJQs enabled Parks and Resorts to cut out costs and gain process efficiencies whilst attracting and winning candidates with a better fit.

"We truly know that the candidates who were getting through the SJQ and then the audition are ready for work life at Parks and Resorts."

Situational Judgement Questionnaire design: we leave nothing to chance!

We combine our psychometric know-how and our unique scoring method with input from subject matter experts to create real-life situations and plausible answer options.

We always trial a prototype version, analyse the data and make any questionnaire amendments before we go live. This measure prior to launch ensures excellent validity and demonstrable return on investment.

Our points-sharing question format, through which candidates decide on the appropriateness of each answer option, gives us more information from each question and allows us to understand the nuances of judgement – we have found that candidates like this format too!

Situational Judgement Questionnaires by cut-e: why use one?

  • Efficiency: screen a high volume of candidates at an early stage of the process
  • Quality: highly predictive of future performance
  • Engagement: manage candidate expectations of the role with realistic job previews
  • Security: cut-e's unique scoring method generates a ‘scoring key’ that is hard to guess
  • Fairness: negligible group differences found for SJQs, meaning that those that complete the assessment are operating on a level playing field

Situational Judgement Tests by cut-e - uses and benefits

  • Situational Judgement Questionnaires / Tests (SJQs or SJTs) are a context-rich tool used early on in the recruitment process, best suited to high volumes of mid-level jobs
  • Usually job-specific: designed and validated for a specific job in a specific organisation
  • Applicants are presented with real-life work situations and asked: What would you do if faced with this situation?
  • Applicants either select or rate appropriateness of proposed possible actions
  • Responses are compared to the answers considered to be the right action by 'subject matter experts' on the role
  • A single overall job fit score is produced and used by recruiters for sifting out poor-fit candidates (around 30% to 50% of applicants can be screened at this stage)
  • There is strong evidence of validity and fairness of Situational Judgement Questionnaires in wider research literature
  • Candidates like SJQs– their relevance to the job applied for is clear

The first instant messaging assessment by cut-e

cut-e has launched a new customisable, psychometric communications game: chatAssess. This powerful situational judgement tool resembles an instant messenger and can be used before or in conjunction with personality or ability tests to enrich the selection process. The candidate receives messages from ‘colleagues’ with specific questions or requests for advice. In real time, the candidate selects a text message response from predefined replies. Thus, chatAssess provides additional insight into a candidate’s behaviour and how they’re likely to react when faced with job-relevant scenarios. chatAssess can be customised to suit any role, at any level, in any organisation and is optimised for smartphones as well as working seamlessly on tablets, laptops and desktops.

Interview: Assessing Situational Judgement with cut-e

We interviewed the cut-e founder, Andreas Lohff, about: what makes Situational Judgement by cut-e different? What is the process of creating a Situational Judgement Questionnaire or Test? Who does it work for best? And why do does Situational Judgement by cut-e work so well.

Situational Judgement - test or questionnaire?

HR practitioners sometimes call it a test and sometimes call it a questionnaire. Google search results show that Situational Judgement Tests are searched for 25 times more frequently than Situational Judgement Questionnaires. So we have incorporated the 'test' into our documentation about Situational Judgement Assessments. At cut-e we would still prefer to call them Situational Judgement questionnaires, because the tools look and feel more like questionnaires than tests, i.e. they have no strict right/wrong answers and are untimed.

The use of ‘Test’ in this context has also been influenced by the historical American use of these tools, where the SJT would measure acquired knowledge to some extent, and thus correlate with IQ. In the work we do for clients it is all about capturing behaviour in a specific situation, so we focus more on behavioural style, motivation and values. This, combined with more specific tests for ability, gives a complete picture.

Dubai Duty Free about cut-e

"We thought it was important to include an element of the Dubai Duty Free context as well. The result was a customised situational judgement questionnaire based on realistic sales scenarios in our own retail environment."

Did you know?

Assessment Barometer results show:

  • Development centres, assessment centres, integrity and value questionnaires and Situational Judgement Tests (SJTs) are the fastest growing tools.
  • Situational Judgement Tests are used more widely in developing markets than in mature markets (72% and 37% respectively) where there is no legacy of more traditional assessment questionnaires.
  • Use of SJTs in large organisations (over 5000 employees) is 73% whereas only 36% in smaller businesses, with less than 100 employees.

Situation matters
Just how important is the situation someone is in? What makes good people turn bad?
Stanford Prison Experiment website 
Milgram Experiment article

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