Tips & Tricks to crack the Situational Judgment Test in SHRM CP& SCP

Situational judgment items (SJIs) assess candidates’ judgment and decision-making skills, which are not easily measured using traditional knowledge-based questions. Examinees are presented with realistic work-related scenarios and asked to choose the best of several possible strategies to resolve or address the issues described in each scenario. Although more than one strategy may be effective for addressing actual work-related scenarios, examinees only receive credit for choosing the best possible answer, as determined by a panel of experienced HR professionals. All other answers, which reflect either less effective or ineffective strategies, receive no credit.

It is the situational judgment test is the difficult part, as a readymade answer to these questions are not readily available. The answers can only be found in a secret opinion poll that SHRM did with some HR subject matter experts. But take it the other way…it is the most easiest part as you need not memorise anything, rather you can simply read through the question and answer it.

So, what is situational judgement test (SJT). It is an aptitude test that evaluates using hypothetical situations based on real-life work-based situations. the SJT is taken in a multiple-choice format. The possible solutions will be presented in no order, and the general idea is to pick the response that is closest to how you would deal with that problem or situation. Some tests require you to select the most effective and the least effective, while others require some sort of rating or ranking – which is the most/least effective, which are you most/least likely to do and some answer require you to choose, the first step. When responding to the scenarios you should pick the approach that you feel reflects the best way you would deal with the situation in real life, rather than the solution your employer applies.