Situational Judgement Tests

Although situational judgment tests  (SJTs) have a long history in the personnel selection literature, there have  been some recent developments in how they are designed, administered, and  scored. Small design considerations can have a large impact on the quality of  the SJT as a tool in selecting new employees. In this workshop, I review  evidence concerning reliability, construct-related validity, criterion-related  validity, subgroup differences, fakability, and acceptability, and how these  selection test criteria are impacted by the design of the SJT. Then, I focus  on several promising new developments regarding the way SJTs are designed and  scored, including the use of construct-driven design approaches, constructed  response formats, and alternative (implicit) response instructions.