Situational judgement tests (SJTs) are used by employers, medical schools, the Civil Service, and law firms to assess how you respond to realistic workplace scenarios. Unlike numerical or verbal reasoning tests, there are no definitively "correct" answers — instead, you are scored on how closely your responses align with the organisation's values and expected professional behaviours. This guide explains how SJTs work, the formats you will encounter, and how to prepare effectively.
What is a situational judgement test?
An SJT presents you with a short workplace scenario — usually three to five sentences — followed by a set of possible responses. You are then asked either to rate each response from "most appropriate" to "least appropriate", or to rank them in order. The scenarios are designed to test professional judgement, ethical reasoning, and interpersonal skills rather than academic knowledge.
Who uses SJTs and why
SJTs are widely used in structured recruitment programmes where thousands of applicants must be screened efficiently. Medical schools use the UCAT SJT to assess professional values. The Civil Service Fast Stream, law firms, investment banks, and large graduate employers including the NHS, EY, and Deloitte all use SJTs as part of their application process. They are valued because they are harder to coach for than factual tests and are predictive of on-the-job performance.
Common SJT formats
The two dominant formats are "most/least appropriate" (you pick the single best and single worst response from a list) and "rank all options" (you order all responses from best to worst). A third format asks you to select which responses you would or would not take. Some SJTs are text-based; others include short video clips. Timing varies — most SJTs allow 20 to 30 minutes for 60 to 75 questions.
What SJTs are really testing
SJTs assess a defined set of competencies that vary by employer. Common competencies include: communication and professionalism, dealing with conflict, prioritisation under pressure, inclusion and fairness, supporting colleagues, and following procedure versus using initiative. Before sitting an SJT, look up the specific competency framework the employer publishes — for example, the NHS Leadership Academy framework for NHS SJTs, or the Civil Service Success Profiles for the Fast Stream.
Effective preparation strategies
Start by practising with official sample materials: the UCAT Consortium, the Medical Schools Council, and most large graduate employers publish free practice tests. Work through each scenario slowly at first, asking yourself which response best reflects professionalism, escalation where appropriate, and the organisation's stated values. Time yourself in later practice rounds. Avoid two common traps: responses that are too passive ("do nothing and wait") and responses that are too dramatic ("immediately report to senior management") — the correct answer usually involves a proportionate, direct, and constructive response.
Worked example
Scenario: You are a junior team member. A colleague sends you a report to review before it goes to a client. You notice a significant factual error. Your manager is in a client meeting. What do you do? Typical responses: (A) Send the corrected report directly to the client yourself. (B) Contact your colleague immediately to flag the error and ask them to correct it before submission. (C) Wait until your manager is free and do nothing until then. (D) Send the report as received — it is not your responsibility. The most appropriate response is (B): it is direct, constructive, and respects reporting lines. (A) overreaches your authority. (C) risks missing the deadline. (D) ignores a clear professional obligation.
Checklist
- Looked up which SJT format the specific employer uses
- Read the employer's competency framework or values
- Completed at least one full timed practice test
- Reviewed every response you got wrong and understood why
- Practised responding proportionately — not passively or dramatically
Common mistakes to avoid
- Choosing the most dramatic or decisive-sounding response automatically
- Picking passive responses like "wait and see" when action is clearly needed
- Not reading the competency framework before practising
- Running out of time — SJTs require consistent pace