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30 minutes
per test
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18 questions
per test
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Multiple choice
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Images and
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Semi or fully-bespoke
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Delivered online, all browsers
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PC, Mac, Laptop, Mobile, Tablet compatible
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Anti-cheating measures
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Hire best-fit top talent using science-backed situational judgement recruitment tests. View plans


Our Pre-employment Situational Judgement Tests:

  • Involve selecting the most and least appropriate action to solve specific work-based situations
  • Measure behavioral competencies and core strengths: Communicating; Working with Colleagues; Planning & Organizing; Delivering Results; Solving Problems; Influencing & Persuading; Innovating
  • Predict effectiveness of judgement and on-the-job performance when faced with complex workplace challenges
  • Extremely popular behavioral assessments with good validity; reliability of alpha > .70
  • Designed, developed and scientifically validated by former SHL and IBM Kenexa Chartered Psychologists, Scientists and Psychometricians
  • Benchmarked scores based on large control groups for standardized and valid comparisons
  • Inclusive, fair, without bias
  • Include adjustments for disabilities
  • Include anti-cheating measures
  • User-friendly interface and easy to navigate with engaging images and varied workplace scenarios
  • Fully compliant with current industry practices


Our Situational Judgement Tests for selection offer:

1Fast and Cost-effective Hiring Process

  • Automated situational judgement assessments streamline your recruitment process
    • save time by adding tests and inviting thousands of candidates in minutes
    • immediately access candidate results in one click
    • quickly and efficiently set threshold criteria to select best-fit candidates with the desired behavioral competencies and strengths
    • reduce your workload with an easy-to-navigate software automating administrative tasks and decreasing time-to-hire
  • Less than £1 per candidate with our most popular package for the use of ALL tests

2High-Quality Hires

  • Our scientifically-proven situational judgement tests predict candidates’ on-the-job performance and how they might behave in the workplace
  • Assess candidates’ core competencies directly against the role in your industry, especially when a semi or fully-bespoke solution
  • Candidates scoring higher in our situational judgement hiring tests have competencies and strengths which are better aligned to your role and organization
  • Give candidates realistic insight into the demands of the role and your company to help them determine whether the job suits them
  • Our thoroughly-researched situational judgement tests help selecting high-performers who stay longer

3Reduction of conscious and unconscious bias

  • Set flexible cut-offs to give all candidates an equal opportunity
  • Data-driven: select candidates objectively based on their behavioral competencies, not biases such as:
    • gender
    • ethnicity
    • race
    • sexual orientation
    • background
    • education
  • Our scientifically-tested assessments ensure compliance of your company’s recruitment process and are legally defensible
  • Ensure a more diverse and inclusive workforce

Situational Judgement Tests Use Cases

Most suitable for:

  • Early-stage screening and initial evaluation, routine selection, and pre-interview shortlisting
  • High-volume recruitment and testing
  • Medium-volume recruitment and testing: identifying behavioral competencies for later stage discussion
  • Proactive hiring: creation of talent pools of pre-screened candidates
  • Internal promotion opportunities and individual development

Target audience:

  • Early Careers (Graduates, Interns, Apprentices)
  • Professionals (Specialists, Managers)


  • Relevant for all sectors
  • In particular: Finance, Banking, Consulting, HR, Retail, Sales, IT, Marketing, Public Sector, Healthcare


  • Relevant for all roles, especially those involving difficult problem-solving and decision-making
  • Example roles: Financial Analyst, Investment Banker, Consultant, Sales Advisor, Law Enforcement, HR Graduate, Marketing Trainee, Public Health Professional

Tips when using
Pre-Hire Situational Judgement Tests

Get the most out of our Situational Judgement Tests for hiring:

  • At later stages of recruitment, accompany situational judgement tests with other candidate selection tools, such as structured job interviews and assessment center exercises
    • These can delve deeper into a candidate’s core competencies and their potential areas for improvement which were first highlighted in the situational judgement test
  • Research shows using multiple assessment methods increases the validity of results significantly
  • This ensures fully-informed, objective hiring decisions

Shortlist best-fit candidates in 3 simple steps:

First Feature


Set up your assessment campaign in 4 fast and seamless steps.
First Feature

2 Assess candidates

Invite candidates to take tests on our accessible, easy-to-use platform.
First Feature

3 Select Candidates

Filter rank-ordered candidates fast to select your top talent.


Customize our Pre-employment Situational Judgement Tests to be competency, role, and/or company-specific:


  • Simply send us the exact requirements and desired competencies for your role
  • Build your situational judgement test from our bank of predefined content and competencies including: Communicating; Delivering Results; Relating & Networking; Working with Colleagues; Client-centred; Innovating; Analyzing; Adapting & Responding to Change; Deciding & Initiating Action; Influencing & Persuading; Solving Problems; Planning & Organizing
  • Ensure the scenarios and questions are most relevant for the competencies you want to measure
  • Semi-bespoke situational judgement tests are charged at $995


  • Receive expert consulting from a psychologist
  • Through ongoing conversation, we aim to understand your role and organization in-depth, including company culture and values
  • Design realistic workplace scenarios based on your desired behaviors and real-world situations within your company
  • Pricing is established based on the specific requirements and scope of work

contact us

Frequently Asked Questions

How can I customize Assess Candidates pre-employment situational judgement tests for the role and my organization?

We gladly offer the option to create either semi-bespoke or fully-bespoke situational judgement tests to be competency, role, and/or company-specific. Please contact us to discuss further details and for us to for us to understand the specific roles, competencies, and your personal requirements.

How should I combine Assess Candidates pre-employment situational judgement tests with other hiring tools?

Assess Candidates offers end-to-end assessments you may combine together depending on the recruited role. Our portal provides various pre-employment tests as well as game-based assessments and video interviews to paint well-rounded pictures of candidates. There is no limit to the number of different tests you can use in your campaign.

How do Assess Candidates ensure objectivity of pre-employment situational judgement tests?

It is our priority to design tests free of bias. We use science and experience to create pre-employment situational judgement tests that objectively assess candidates' behavioral competencies. All our tests also include functionalities for candidates who need extra time, have visual disabilities, and/or suffer from color blindness.

How effective are Assess Candidates pre-employment situational judgement tests in hiring?

Assess Candidates pre-hire situational judgement tests are behavioral assessments with a strong research history and scientific validation, demonstrating their effectiveness. Our tests have undergone industry-standard design procedures and rigorous scientific reviews by former SHL and IBM Kenexa chartered psychometricians to ensure they accurately predict candidates’ behavioral competencies and on-the-job performance.

Where in my recruitment process should I use situational judgement tests?

Situational judgement tests are typically used during the early stages of the recruitment process in order to sift or screen candidates. They can also be used after the initial sifting stage to learn more about candidates before the interview or assessment center stage. Situational judgement tests quickly and efficiently help you evaluate whether candidates have the desired behavioral competencies for your role and help you shortlist only the most qualified to invite to the next stage of recruitment. They are particularly beneficial for graduate scheme recruitment to screen high volumes of applicants.

How difficult are Assess Candidates pre-hire situational judgement tests?

Situational judgement tests are designed to adequately challenge candidates to predict how they might behave against real workplace challenges. The tests are timed, therefore the main difficulty for candidates is to balance time spent resolving the workplace challenge, and solving as many challenges as possible within the time limit. The questions focus on interpretation of a work-based scenario and application of logic to determine the best course of action.

How much do Assess Candidates pre-employment situational judgement tests cost?

All two off-the-shelf situational judgement tests are included in all Assess Candidates plans. Costs of semi-bespoke and fully-bespoke tests are based on initial assessment of the scope of work and requirements. Please get in touch with our team to discuss pricing.

What do pre-employment situational judgement tests measure?

Pre-employment situational judgement tests measure candidates' core competencies and strengths to predict how their on-the-job performance. Candidates who score highly tend to possess the desired behavioral competencies required for the role and organization. They also perform better and stay longer.

What support does Assess Candidates offer in candidate assessment?

The Assess Candidates Support team is always here to help our clients. We offer technical support included in all our plans and a dedicated Client Relationship Manager for our ‘Unlimited Use 12-months’ and ‘Corporate’ plans.

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