judgement. the next generation of situational judgement tests. ?· judgement. the next generation of

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  • judgement. the next generation of situational judgement tests. When you’re swamped with thousands of job applications, the challenge is to not only identify those best suited to the job, but also to design a recruitment process that engages candidates and gives them valuable insight into the job.

    Judgement is the next generation of situational judgement tests (SJTs) from Talent Q, part of Hay Group. Combining scientific rigor and state-of-the-art technology, they allow you to assess the key requirements for a role using a series of real-life scenarios. They give you a fast, robust and engaging way to screen high volumes of applicants.

    Fully customized to fit your organization’s brand, values and role requirements, the tests also provide a realistic preview of what the job entails and the demands of the role. This means your candidates will have a better idea about whether the job and organization are a good fit for them before they apply.

    using judgement in your organization Judgement can play a key role in your selection process by helping you make better, more informed screening decisions and making sure the candidates that progress to the face-to-face stages of the process are the right ones. Opposite is an overview of how it works in the wider selection process.

    ■ Self-sift job preview ■ Registration application10,000

    ■ Killer questions8,500

    ■ Situational judgement tests (SJT)7,000

    ■ Ability testing4,000

    ■ Dimensions (with Role Match Profile)

    ■ Telephone interview 2,500

    ■ Competency based interview (CBI) questions

    ■ Ability verification test Customized exercises

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  • JUDGEMENT. THE NEXT GENERATION OF SITUATIONAL JUDGEMENT TESTS. 2

    What they measure Situational judgement tests measure a variety of factors needed to be successful in a particular role (or set of roles) within an organization. They are widely accepted in the market as very robust and valid assessments due to their close match to the hiring organization’s culture and role requirements.

    clients Who use situational judgement tests We are experienced in developing and supporting volume assessment solutions, where the branding and experience play an important role alongside psychological rigor. Opposite is an overview of some of the clients we have worked with to develop situational judgement tests.

    VSO

    Citi

    Royal Mail

    Group

    B&Q

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    hoW they Work They present the candidate with a series of realistic work-related scenarios and assess their ability to make effective judgements based on their responses.

    © 2015 Hay Group. All rights reserved.

    We knoW that your requirements come in all shapes and sizes, so judgement is designed

    specifically for you, and gives a flexible range of options to suit your needs, budget and brand.

    The candidate’s responses are then measured against the required competencies and a ‘fit’ score is generated. This means you can quickly compare candidates and gives you a fast, robust and engaging way to screen high volumes of applicants.

    our approach We know that your requirements come in all shapes and sizes, so Judgement is designed specifically for you, and gives a flexible range of options to suit your needs, budget and brand. To make sure we capture the true essence of the role and culture of your organization, we use in-depth job analysis. This means we’ll identify the key skills and attributes needed in order to be successful in the role(s), and then we work with you to identify the most suitable format and design, so you get the answers you need.

    Average test completion time: 30 minutes

  • JUDGEMENT. THE NEXT GENERATION OF SITUATIONAL JUDGEMENT TESTS. 4

    Scenario

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    format Our tests can be designed in an ‘adaptive’ or ‘standard’ question format.

    standard questioning A standard test means that all candidates will receive the same set of pre-determined scenarios and response options. These can be delivered in a linear format, where the set of questions always appear in the same order, or in a random format, where the same questions are randomized for each candidate.

    adaptive questioning Adaptive tests are more realistic, as the assessments take place in a dynamic and interactive working environment. The tests use a branching technique, in which the scenarios and response options change in real-time depending on how the candidate has responded to previous questions. In doing so, the SJT becomes a real-life simulation of a given scenario, as each and every action has a reaction or consequence.

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  • © 2015 Hay Group. All rights reserved. 5

    the format is more realistic and immersive, so it’s more engaging

    for your candidates and helps reinforce your employer brand.

    Scenario

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    b Why adaptive? We have pioneered the development of adaptive situational judgement tests. This approach has multiple benefits.

    Improved candidate experience – the format is more realistic and immersive, so it’s more engaging for your candidates and helps reinforce your employer brand.

    Deeper measurement – a truer reflection of how candidates deal with the evolving consequences of real-life situations.

    Increased test security – an adaptive test means that each candidate is likely to receive a unique combination of questions, which reduces the chances that questions and correct answers can be published.

    Longer shelf-life – multiple permutations of the assessment result in less question exposure, so even repeat applicants are less likely to receive exactly the same assessment questions.

    “ Situation judgement tests (SJTs) are commonly used to determine how applicants would handle situations that they’re likely to encounter in the workplace. However, most SJTs have fixed scenarios. In other words, every applicant sees the same situations. Talent Q has broken the mould here by creating adaptive SJTs for us. This is very innovative because all of the situations that each candidate encounters in our SJTs evolve. Different consequences arise, depending on their previous responses. The benefit is that we can hone in on a candidate’s behavioral tendencies in a more engaging and realistic way.” Jo Leggett, Resourcing Manager, B&Q

  • JUDGEMENT. THE NEXT GENERATION OF SITUATIONAL JUDGEMENT TESTS. 6

    designing an sjt All our SJT assessments can be fully branded with your logo and colors. Your choice of design can really impact the overall candidate experience. We offer a range of options that can help deliver the right design to support your organization’s brand. We can enhance them even more by including static or moving images.

    A text only

    text and static images Static graphics or photography help illustrate the given scenarios.

    text and motion graphics An animation technique that uses a combination of photography and graphics to bring the scenarios to life.

  • © 2015 Hay Group. All rights reserved. 7

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    the data you receive from the tests Will help you accurately sift out unsuitable candidates so that the candidates that reach the later stages of the recruitment process are more likely to be the right ones.

    The data you receive from the tests will help you accurately sift out unsuitable candidates so that the candidates that reach the later stages of the recruitment process are more likely to be the right ones. We can present you with the data in a variety of formats, depending on what suits you best.

    Instant scores

    The overall fit and competency scores can be sent back instantly to your applicant tracking system (ATS), if you’re using one. If you’re not, you can access the overall fit and competency scores on- screen immediately within Talent Q Assessment Systems (TQAS).

    Administrator Report This report includes a competency profile chart showing how the candidate has performed against the key competencies for the role, in addition to the overall fit score.

    Customized administrator Report

    This report includes a competency-based interview guide and/or a development feedback report, along with the administrator report and instant scores. This can help you and your hiring managers with the interview stages of your recruitment process to ensure they are aligned with the sifting process criteria.

    Candidate Report

    A short report providing the candidate with high-level feedback on the assessment.

    reports

    © 2015 Hay Group. All rights reserved.

  • We believe that it’s people who make change happen. So, while we operate on a global scale, we keep the individual at the very center of our thinking.

    We’re world-sized: 4,000 employees, 86 offices, 49 countries. We draw on management data from over 125 national centers. We work alongside more than 8,000 organizations in the private, public and not-for-profit sectors, across every major industry, in virtually every corner of the earth.

    We’re focused: on people – who they are, why they do what they do, and how they can be inspired and enabled to perform better at every level. Confident of the knowledge and methods we’ve originated over 70 years in business, we remain enthusiastic about new ideas that prove their worth.

    We transform: we help managers to become leaders, and leaders to perfect their skills. Because when people are at their best, your strategic vision is ready to grow into business reality. ©

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    Predicting job performance

    Situational judgement tests have been shown to be a strong predictor of future job success.

    Candidate experience The tests are based on realistic scenarios that candidates are likely to encounter in the job, and can be fully branded to consistently reflect your brand and tone of voice. Multimedia and gamification techniques can be added to make them even more engaging and immersive.

    Return on investment The tests help you screen high volumes of applicants in a fast, cost-effective and objective way.

    Bespoke to your organization

    Because the tests are designed around your organization, they’re developed to assess your unique requirements. The key benefit of this is that they directly assess job relevant behaviors within your organization, and as a result they provide applicants with a realistic insight into the role and the organization.

    Fairness SJTs offer a fair and legally defensible approach to selection, as they have low levels of adverse impact, including by age, gender and ethnicity.

    key benefits of judgement Judgement can add considerable value to your selection process for the following reasons: