Assess Judgment 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 Judgment requires expertise and experience and specialist input.

At Aon we know about these things – and we design specific Situation Judgment 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.


Situational Judgment: what is it, how is it different and when to use it

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chatAssess, the world’s first instant messaging simulation game

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Slashing Costs in Volume Recruitment

Anton Knopff explains how the use of Aon 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."

Clients Who Use Situational Judgment

Aon SJQ Process: How We Design an Assessment

Situational Judgment Questionnaires - The Aon Difference

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, analyze the data and make any questionnaire amendments before we go live. This validation 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 judgment – and candidates like this format, too!

Our SJT: 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: Aon 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

SJQs - Uses and Benefits

  • SJQs 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 organization
  • 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 SJQs in wider research literature
  • Candidates like SJTs - SJTs help them to fully understand the job they are applying for

The First Instant Messaging Assessment

We have launched a new customizable, psychometric communications game: chatAssess. This powerful situational judgment 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 behavior and how they’re likely to react when faced with job-relevant scenarios. chatAssess can be customized to suit any role, at any level, in any organization and is optimized for smartphones as well as working seamlessly on tablets, laptops and desktops.

Interview: Assessing Situational Judgment with Aon

We interviewed the cut-e (now part of Aon's Assessment Solutions) founder, Andreas Lohff, about: what makes Situational Judgment different? What is the process of creating a Situational Judgment Questionnaire or Test? Who does it work for best? And why do does Situational Judgment work so well.

Situational Judgment.... Test or Questionnaire?

We have been quite deliberate in referring to Situational Judgment Questionnaires, rather than Situational Judgment Tests, 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 behavior in a specific situation, so we focus more on behavioral style, motivation and values. This, combined with more specific tests for ability, gives a complete picture.

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

Did You Know?

Assessment Barometer results show:

  • Development centers, assessment centers, integrity and value questionnaires and Situational Judgment Tests (SJTs) are the fastest growing tools.
  • Situational Judgment 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 organizations (over 5000 employees) is 73% whereas only 36% in smaller businesses, with less than 100 employees.

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