MESSAGE ME JUDGEMENT SITUATIONAL - Psycruit

SITUATIONALJUDGEMENTTESTS &MESSAGE ME

GUIDE

Our off-the-shelf suite of behavioural assessments

1

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

2

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.

3

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.

4

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.

5

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

6

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.


● 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.






7

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.


● 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.






8

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.


● 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.






9

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.


● 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.


Test time limit No limit



Our Sales Message Me is also available in - Swedish, Dutch and Finnish

10

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.


● 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.





Our Recruiter Message Me is also available in - Swedish, Dutch and Finnish

11

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.


● 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.





Documents

MESSAGE ME JUDGEMENT SITUATIONAL - Psycruit