Assess judgement required for solving problems at the job at stake

Situationen betyder noget. Det ved vi. Og alligevel kan selv dygtige folk i nogle situationer træffe forkerte beslutninger. At designe en god evaluator for situationsbestemt vurdering kræver ekspertise og erfaring og viden fra specialister.

I cut-e ved vi noget om disse ting - og vi designer specifikke situationsbestemte spørgeskemaer, der er unikke og afspejler beslutninger på arbejdet, som personer i den specifikke rolle kan være nødt til at træffe, uanset om det er kabinepersonale, service medarbejdere, salgspersoner eller andre arbejdsområder.

Kunder, der bruger Situational Judgement fra cut-e

Besparelse på udgifter til rekruttering i stor volumen

Anton Knopff forklarer hvordan brugen af cut-e's skræddersyede SJQ sikrede Parks and Resorts besparelser og en hurtigere proces, samtidig med at tiltrække og ansætte kandidater med et bedre fit.

"Vi ved med sikkerhed, at de kandidater der gennemfører SJQ og samtaler er klar til at arbejde for Parks & Resorts."

The cut-e difference - we leave nothing to chance!

We combine our psychometric know-how and our unique scoring method with input from subject matter experts to create real-life situations and plausible answer options.

We always trial a ‘prototype’ version, analyse the data and make any questionnaire amendments before we go live. This validation prior to launch ensures excellent validity and demonstrable return on investment.

Our ‘points-sharing’ question format, through which candidates decide on the appropriateness of each answer option, gives us more information from each question and allows us to understand the nuances of judgement – and candidates like this format, too!

Situational Judgement Questionnaires by cut-e: why use one?

  • Efficiency: Screen a high volume of candidates at an early stage of the process
  • Quality: Highly predictive of future performance
  • Engagement: Manage candidate expectations of the role with realistic job previews
  • Security: cut-e unique scoring method generates a ‘scoring key’ that is hard to guess
  • Fairness: Negligible group differences found for SJQs, meaning that those that complete the assessment are operating on a level playing field

Situational Judgement - test or questionnaire?

HR practitioners sometimes call it a test and sometimes call it a questionnaire. Google search results show that Situational Judgement Tests are searched for 25 times more frequently than Situational Judgement Questionnaires. So we have incorporated the 'test' into our documentation about Situational Judgement Assessments. At cut-e we would still prefer to call them Situational Judgement questionnaires, because the tools look and feel more like questionnaires than tests, i.e. they have no strict right/wrong answers and are untimed.

The use of ‘Test’ in this context has also been influenced by the historical American use of these tools, where the SJT would measure acquired knowledge to some extent, and thus correlate with IQ. In the work we do for clients it is all about capturing behaviour in a specific situation, so we focus more on behavioural style, motivation and values. This, combined with more specific tests for ability, gives a complete picture.

Den første instant messaging test fra cut-e

cut-e har lanceret et nyt tilpasningsmuligt, psykometrisk kommunikationsspil: chatAssess. Dette kraftfulde SJT ligner en instant messenger, og kan bruges før eller i forbindelse med personligheds- og evnetest, for at berige udvælgelsesprocessen. De modtager beskeder fra ’kolleger’ med specifikke spørgsmål eller forespørgsler. Kandidaterne bliver, i real time, bedt om at vælge et svar fra forskellige foruddefinerede svarmuligheder. Således giver, chatAssess yderligere indsigt i en kandidats adfærd og hvordan de sandsynligvis vil reagere i job-relevante scenarier. chatAssess kan tilpasses til enhver rolle, på alle niveauer i en virksomhed, og er optimeret til smartphones, samtidig med at virke upåklageligt på tablets, bærbare og stationære computere.

Andreas Lohff, cut-e founder and MD

Interview: cut-e og Situationsbestemt spørgeskema

Vi interviewede grundlæggeren af cut-e, Andreas Lohff, om: Hvordan er cut-e's situationsbestemte test anderledes? Hvordan er processen ift. at udvikle en situationsbestemt test? Hvilken målgruppe passer løsningen bedst til? Og hvorfor virker situationsbestemte test fra cut-e så godt.

Situational Judgement Tests by cut-e - uses and benefits

  • Situational Judgement Questionnaires / Tests (SJQs or SJTs) are a context-rich tool used early on in the recruitment process, best suited to high volumes of mid-level jobs
  • Usually job-specific: designed and validated for a specific job in a specific organisation
  • Applicants are presented with real-life work situations and asked: What would you do if faced with this situation?
  • Applicants either select or rate appropriateness of proposed possible actions
  • Responses are compared to the answers considered to be the right action by 'subject matter experts' on the role
  • A single overall job fit score is produced and used by recruiters for sifting out poor-fit candidates (around 30% to 50% of applicants can be screened at this stage)
  • There is strong evidence of validity and fairness of Situational Judgement Questionnaires in wider research literature
  • Candidates like SJQs– their relevance to the job applied for is clear
Logo Dubai Duty Free

Dubai Duty Free om cut-e

"Vi mente, at det var vigtigt at inkludere en del af konteksten fra Dubai Duty Free. Resultatet blev en skræddersyet situational judgement questionnaire baseret på realistiske salgsscenarier i vores eget butiksmiljø."

Did you know?

Assessment Barometer results show:

  • Development centres, assessment centres, integrity and value questionnaires and Situational Judgement Tests (SJTs) are the fastest growing tools.
  • Situational Judgement Tests are used more widely in developing markets than in mature markets (72% and 37% respectively) where there is no legacy of more traditional assessment questionnaires.
  • Use of SJTs in large organisations (over 5000 employees) is 73% whereas only 36% in smaller businesses, with less than 100 employees.

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