measure behaviour aptitude, decision making skills and leadership effectiveness
In the early 1950's, industrial psychologists were disenchanted with their inconsistent ability to predict job performance - in particular, leadership effectiveness. They turned their attention from traits to typical worker behaviours as predictors of job performance and leader effectiveness.
This turned out ultimately to be an insightful move. Worker knowledge of appropriate behaviours in typical work situations turns out to be an effective predictor of future job performance.
Podium's SJTs present scenarios based on real world workplace occurrences. Participants are presented with action options which they would choose or rate as most appropriate or effective in the presented situation. Results are thus related to the good judgement and good decision making capabilities of the test taker. When the scenarios presented are chosen for their relevance to the client or user organisation they become an effective behavioural assessment and can be highly effective in evaluating relevant leadership competencies.
An SJT test can be applied well as an aptitude test for assessing good judgement and good decision making skills. This also makes the SJT a good indicator of leadership effectiveness and evaluating these competencies in a promotional context.
Behaviour in typical work situations is an effective predictor of future job performance.
SJTs are a type of measurement method that can be used to assess a variety of managerial dimensions. When designed well, SJTs provide an outstanding candidate experience.
Podium’s SJTs can be designed around your organisation’s competency/capability framework or Podium's own behavioural framework.
The best way to measure competencies is with contextual assessments such as multi-source/360-degree feedback and SJTs. Podium has deep expertise in design of SJTs and 360 feedback instruments to measure competency and capability frameworks.
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The use of SJTs in human resource practice is a relatively new phenomenon. However, research evidence indicates that unless well-constructed and used, SJTs can have limitations as effective measurements of psychological constructs. In short, unless those limitations are well understood and addressed, SJTs may not make effective behavioural assessment tests. Given the realism and subsequent face validity of SJTs for workplace assessment, a number of practical benefits would accrue to organisations if industrial psychologists were able to design SJTs that measure psychological constructs effectively.
At Podium, we understand these issues and utilise this knowledge to ensure our SJTs add real value to organisational assessment needs.