The results are summarised in the forest plot shown in Figure 2. A total of 24 studies27-34, 36-40, 44-49, 51-55 evaluated text‐based SJTs, with four41-43, 50 video‐based and two17, 35 that included both delivery formats. Evaluating the validity of an integrity‐based situational judgement test for medical school admissions, Exploring the relationship between the UKCAT situational judgement test and the multiple mini interview, Evaluating cognitive ability, knowledge tests and situational judgement tests for postgraduate selection, The situational judgment test: cognition, constructs and criterion validity, New machine‐marked tests for selection into core medical training: evidence from two validation studies, Evaluation of two selection tests for recruitment into radiology specialty training, The validity of a behavioural multiple‐mini‐interview within an assessment centre for selection into specialty training, Beyond cognitive measures: Empirical evidence supporting holistic medical school admissions practices and professional identity formation, Evaluating the complementary roles of an SJT and academic assessment for entry into clinical practice, Evaluation of validity evidence for personality, emotional intelligence, and situational judgment tests to identify successful residents, Making progress on identifying those who aren’t making progress: using situational judgment tests to predict those at risk for remediation and attrition, Emotional intelligence predicts success in medical school, The operational validity of a video‐based situational judgment test for medical college admissions: illustrating the importance of matching predictor and criterion construct domains, The validity of interpersonal skills assessment via situational judgment tests for predicting academic success and job performance, Adjusting medical school admission: assessing interpersonal skills using situational judgement tests, Evaluation of recruitment and selection for specialty training in public health: interim results of a prospective cohort study to measure the predictive validity of the selection process, Predictors of fitness to practise declarations in UK medical undergraduates, The predictive validity of a situational judgement test, a clinical problem solving test and the core medical training selection methods for performance in specialty training, The predictive validity of a text‐based situational judgment test in undergraduate medical and dental school admissions, Unpacking the dark variance of differential attainment on examinations in overseas graduates, UKCATSJT: a study to explore validation methodology and early findings, On the limitations of using situational judgment tests to measure interpersonal skills: the moderating influence of employee anger, Evaluating the validity of the selection measures used for the UK’s foundation medical training programme: a national cohort study, The validity and incremental validity of knowledge tests, low‐fidelity simulations, and high‐fidelity simulations for predicting job performance in advanced level high‐stakes selection, The predictive validity of selection for entry into postgraduate training in general practice: evidence from three longitudinal studies, The predictive validity of a situational judgement test and multiple‐mini interview for entry into postgraduate training in Australia, Evaluation of three short‐listing methodologies for selection into postgraduate training in general practice, Quantifying heterogeneity in a meta‐analysis, The state of research on situational judgment tests: a content analysis and directions for future research, Recommendations for examining and interpreting funnel plot asymmetry in meta‐analyses of randomised controlled trials, Construct‐level predictive validity of educational attainment and intellectual aptitude tests in medical student selection: meta‐regression of six UK longitudinal studies, Predictive validity of the UKCAT for medical school undergraduate performance: a national prospective cohort study, The predictive validity of the MCAT for medical school performance medical board licensing examinations: a meta‐analysis of the published research, The predictive validity of the BioMedical Admissions Test for pre‐clinical examination performance, Situational judgment tests: constructs assessed and a meta‐analysis of their criterion‐related validities, Use of situational judgment tests to predict job performance: a clarification of the literature. This is because the differing results observed are highly unlikely to be due to random variation in sampling alone. We conducted a These explanations are not mutually exclusive. Check out our tailor-made Situational Judgement Test Pack to fully prepare you for your assessment. Applicants start with an online application: you will need to provide personal details (background, education and work experience) as well as to upload a copy of your CV and a cover letter. Finally, the review was intended to provide both guidance for current practice and, by highlighting existing gaps in the literature, provide an agenda for future research. The response format for SJTs varies but commonly involves ranking or rating the potential behaviours in order of either appropriateness or perceived effectiveness. Includes 5 practice tests covering all major test publishers. We used this model to derive a pooled estimate of the validity of the SJTs used in the relevant studies. Enter your email address below and we will send you your username, If the address matches an existing account you will receive an email with instructions to retrieve your username, The outcome measures used by the studies to assess the criterion validity of the SJT scores varied but could be approximately divided into two categories. This inferred, that, on average, when controlling for the influence of the other variables included in the model, postgraduate‐based studies reported regression coefficients 0.23 larger in magnitude compared to those from undergraduate settings. The category of ‘attrition’ looked at whether there were any issues related to dropout or incomplete follow‐up and what, if any, attempts were made to correct for these effects. Consequently, understanding the degree to which SJT scores add value, in which medical selection contexts, is a priority if they are to find their most appropriate place within health care recruitment. In the context of personnel selection SJTs can be considered a special kind of procedural knowledge test‐ that is, they ask a candidate what 'should' be done in response to a portrayed scenario.9 Consequently, the test‐taker either knows what should be done or does not and, by definition, such assessments are not considered prone to ‘faking’ effects. One study55 used a mixture of formats (rating scale and choosing several appropriate behaviours). The overall RoB ratings, along with those domains rated as a moderate to high RoB for each study, are shown the final column of Table S1. That is, small studies, which report modest or negligible effect sizes may be less likely to be published than ones, which may show relatively large validity coefficients. Second, selection should result in the recruitment of individuals who are both suited to a successful career in the field, and likely to make valuable contributions to society in this regard.2 These two aims can be seen as complimentary.1 Though attempts to improve medical selection have often focused on measuring aspects of intellectual ability3 there is an increasing recognition that ‘non‐academic abilities’ are important when selecting future doctors.4 Indeed, the majority of disciplinary censures received by practising physicians relates to personal conduct rather than clinical skills or knowledge.5 However, there are many more challenges to defining and measuring such qualities in contrast to cognitive ability, which can be estimated relatively reliably and validated against academic or educational performance. Given the recent rapid rollout of this approach for evaluating non‐academic abilities in medical applicants it seemed timely to conduct such a review. Of these, 1227, 30, 31, 33, 34, 36, 37, 45, 48, 51, 52, 54 studies reported on tests that used a ranking‐response type format, which involved the test‐taker ordering a set of behaviours according to perceived appropriateness or effectiveness; eight studies17, 32, 40-43, 46, 53 asked candidates to choose the most appropriate behaviour/s depicted; six studies28, 29, 38, 47, 49, 50 employed a rating scale format, where candidates expressed a judgement about a depicted behaviour. A total of 11 studies17, 28, 29, 35, 40-43, 47, 49, 50 looked at undergraduate selection for medical school entry, five studies31, 36, 37, 45, 51 at entry to Foundation Year training programmes (the first 2 years of post‐qualification training in the United Kingdom [UK]) and 14 studies27, 30, 32-34, 38, 39, 44, 46, 48, 52-55 at entry to specialty training. However, there is a lack of understanding of how their predictive validity may vary across contexts. Several of the included studies32, 46, 52, 53 involved the same population of participants, which followed up the original participants or re‐analysed the data. It will also help make sure the role you’ve selected is a good fit for you. SJT Predictions of Job Performance by Recursive Partitioning and its Variations, Virtual reality technology: a new tool for personnel selection, Gamification in employee selection: the development of a gamified assessment. However, as highlighted earlier, these are comparable to those frequently cited for other widely accepted medical selection tools. It measures your ability to demonstrate judgement and decision … Hello, I just did the situational judgement test of jpmorgan. For example, we identified relatively few studies using video or multimedia format to present situations. Ideally, effective medical selection must firstly be ‘fair,’ in a broad sense.1 That is, that certain under‐represented groups are not unduly disadvantaged by the process; for example, individuals without access to certain resources, such as additional coaching, to help their performance in a specific selection assessment. Overall, according to the QUIPS tool, the results of the studies were deemed to be at a moderate RoB. These may include the medium of delivery (eg, multimedia vs a text‐based format) and the choice of outcome criterion against which to validate (eg, self‐report vs face to face ratings of aspects of performance).17 Finally, though it is likely that SJTs generally evaluate ‘knowledge of interpersonal effectiveness’ the content of such assessments carry a wide variety of labels, such as ‘integrity,' ‘team working,' 'empathy,' etc. Therefore both small and large effect sizes may be more likely to be due to chance, though the latter may be more likely to result in a study being published. The full text of this article hosted at iucr.org is unavailable due to technical difficulties. Such potential factors have led to speculation that this traditional approach to SJT design may be less effective for selection into early, compared to later, career stages of medicine.9 However, such a conclusion should not be drawn from the current findings, given the practical challenges highlighted earlier regarding establishing validity. The RoB ratings for the studies are summarised in the right hand column of Table S1. Sometimes you have to choose the best approach as well as indicate which approach you think is least effective. ), Outcomes based only on self‐report measures, such as personality assessments, Academic outcomes that do not have a significant interpersonal component to them (eg, those based predominantly on recall of semantic knowledge), Outcomes based only on the participants' own perceptions of their qualities, abilities or performance, Original, data‐based studies published in peer‐reviewed journals, Publicly available theses from PhD or Master's level degree projects, Publicly available reports that have been peer reviewed, Non‐empirical literature such as opinion‐based articles, editorials and theoretical papers. Here, candidates tend to be relatively homogenous and highly performing, making it more difficult to demonstrate clear differences between individuals, both on testing and in terms of outcomes. Statistical heterogeneity was assessed using the I2 statistic.24 Meta‐analysis and regressions were performed in the statistical software R25 using the metafor package.26. For each scenario, a number of possible responses, or actions, are given. Please note: The publisher is not responsible for the content or functionality of any supporting information supplied by the authors. What is Situational Judgement test? In this regard, numerical simulation methods, such as those previously applied to medical selection situations, may be useful.5, 60 As the widespread use of SJTs in undergraduate medical selection is a relatively recent development, there is an opportunity to evaluate the footprint of such policy changes over the near future. Situational Judgement Tests (SJTs) messen Ihre Eignung für eine Rolle, basierend auf Ihren Reaktionen zu einer Reihe von Entscheidungsszenarios. A published meta‐analysis of the predictive validity of SJT scores for future workplace performance reported a pooled correlation coefficient of .26.15 However, to date, there have been no systematic reviews or meta‐analytic studies specifically relating to SJTs in medical selection. A situational judgement test, also known as an SJT, is a type of psychometric test that often forms part of the assessment process for job applications. In general, due to their measurement properties and precision, the cognitive assessments used in medical selection are generally able to differentiate candidates even at the upper end of ability.69 This is less true of SJTs, which tend to be superior at discriminating between average to low performers, hence their suitability to be used as early stage screening assessments.68 Indeed the weight placed on SJTs, relative to other measures, in medical selection has been debated in relation the allocation process for UK medical graduates to be placed on the country's Foundation training programme (the first 2 years of postgraduate medical training).70, 71 In this case equal weight is currently given to the scores from a 2.4 hour long SJT and the education percentile measure (EPM) derived from academic performance in the previous 5 to 6 years of medical school.72 Nevertheless, it should be highlighted that, in this situation, the focus of discussion has not been with the quality of the specific SJT used, but rather the relative weight placed on the scores.73 Indeed, the authors of the validity study for the allocation process for the Foundation programme found evidence for the effectiveness of the SJT used in this context, though suggested that a relatively reduced weighting be placed on the SJT performance in this situation.51. Further research should focus on understanding the underlying reasons for the relatively lower validity coefficients observed in undergraduate settings. The results are shown in Table 2. Thus, SJTs are likely to be useful as part of a well‐designed selection system, most probably at an early stage of recruitment, to help support decision‐making about progressing to more resource intensive assessments. Our practice tests are pitched roughly at graduate level, but this means they are actually suitable for preparing for all levels of job: entry; apprentice; graduate; senior; director. Learn more. No restrictions were applied based on publication status, with attempts being made to source unpublished studies, by searching databases that retrieve results of this nature, for example, Web of Science, EMBASE. The Civil Service Management Judgement Test is an online situational judgement test. Interestingly there was no univariable relationship between the magnitude of the reported correlation coefficients and whether attenuation effects were corrected for or not. Click here to access the Pro Tips For The EPSO Situational Judgment Test webinar recording: http://eutraining.eu/products/administrator/webinars However, most of the studies that did demonstrate some incremental validity for the SJT scores reported relatively modest values, often in the range of approximately 5.0 to 10.0% of additional variance in the outcome accounted for. Other response formats also exist, such as the candidate choosing the ‘best’ and ‘worst’ behaviours depicted. 100, Situational judgement tests for selection: traditional vs construct‐driven approaches, Variance in faking across noncognitive measures, Structured behavioral and conventional interviews: Differences and biases in interviewer ratings, SJT, MCQ, ETC… The worrying conflation of format and content, Situational judgment tests: a review of recent research, An alternative selection procedure: the low‐fidelity simulation, Situational judgment tests, response instructions, and validity: a meta‐analysis, Construct‐driven SJTs: toward an agenda for future research, Video‐based versus written situational judgment tests: a comparison in terms of predictive validity, 2018 Ottawa consensus statement: selection and recruitment to the healthcare professions, The predictive validity of situational judgement tests (SJTs) in medical selection: a systematic review, Personality and job performance: the Big Five revisited, Assessing bias in studies of prognostic factors, Correcting the predictive validity of a selection test for the effect of indirect range restriction, Worked examples of alternative methods for the synthesis of qualitative and quantitative research in systematic reviews, A Language and Environment for Statistical Computing, Conducting meta‐analyses in R with the metafor package. 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