Clevry's Scenario-Based Assessments

Our suite of scenario-based behavioural assessments

As a test publisher, we have been developing scenario-based assessments for over 25 years. We offer a selection of off-the-shelf Situational Judgement Tests & Message Me assessments, which can be easily incorporated into any recruitment or employee development campaign.

Delivered through our online psychometrics platform, our SJTs and MMs can also provide sifting scores, interviewer guidance reports, and candidate development advice. Information regarding individual scenario responses is also available. 

We also offer a fully-customisable bespoke design process which comes at an additional fee for development and testing. Click here for more info!

Situational Judgement Tests

What is a Situational Judgement Test? 

• Situational Judgement Tests (SJTs) give recruiters an easy way to see how candidates will behave in their roles by assessing their judgement-making skills. 
• When taking an SJT, respondents will be presented with several hypothetical workplace scenarios. Candidates will then be asked for the responses they deem most appropriate by choosing the most and least effect solution to the situation at hand.
• SJTs have a high face validity and excellent candidate engagement. This means they are great for indicating a candidate's fit for a role and future job performance. 
• SJTs give recruiters insight into a candidate's decision-making style and approach, whilst simultaneously providing candidate's with a realistic job preview. 

Why do employers use SJTs?

1. Eliminates hiring bias: SJTs measure how well candidates respond to a host of work-related scenarios, allowing you to find the most competent candidates for the role. 
2. Realistic behavioural competencies: SJTs can be matched with the competencies in your organisational framework. This provides candidates with a more realistic job preview, compared to relying on interviews alone. 
3. Saves time and hiring resources: SJTs allow candidates to opt out if they realise the job is not a good fit for them. This saves valuable time and resources. 
   
   

Off-the-Shelf Situational Judgement Tests

(1) Graduate / Managerial Situational Judgement Test 

This test is designed to measure a candidate's judgement and reasoning approach across a range of situations typical of a Graduate or Management role. An example scenario would be a candidate needing to choose the most appropriate response when a proposal of theirs is opposed. These situations measure competencies that are critical to effective performance in such roles. 

Competencies measured in this assessment include: 

• Thinking - this considers the extent to which a candidate effectively analyses a situation and uses logic to identify patterns and trends in the data. 

• Achieving - this measures the extent to which a candidate to which a candidate strives to complete projects and to make improvements to systems and processes, rather than accepting the status quo. 

• Influencing - this considers a candidate's ability to persuade others by presenting effective arguments based on analysis and logic. 

• Collaboration & Teamwork - this measures how a candidate builds new relationships in teams and seeks out opportunities to work collectively to deliver results.

• Commercial Awareness - this considers the extent to which a candidate has an understanding of the business, industry, and commercial concepts. It measures the ability to speculate about the future and awareness of how a role fits into the wider business. 

Technical Information

Note: Our Graduate / Managerial SJT is available in Turkish, Spanish, and Portuguese. 

(2) Leadership Situational Judgement Test

This is designed to measure a candidate's judgement and reasoning approach across a range of situations typical for a Leadership role. An example scenario would be a candidate needing to choose the most appropriate response to a team member walking out due to stress. These situations measure competencies that are critical to effective performance in leadership roles. 

Competencies measured in this assessment include:

• Judgement - this considers the extent to which a candidate uses logic and intuition before making an objective decision, and whether they consider implications from multiple perspectives. 

• Tolerance of Ambiguity - this recognises the extent to which a candidate is comfortable working with uncertainty and not having a solution immediately available. This then measures how an individual operates effectively in unpredictable situations. 

• Flexibility - this measures the extent to which a candidate can flex their way of working and thinking. It considers how a candidate adapts to changing circumstances, and how they take new ideas and concepts on board. 

• Pragmatic Commercialism - this is interested in a candidate's understanding of how industries and businesses work. It considers the extent to which a candidate focuses on the practical realities of challenges, emerging trends, and opportunities in the industry, as well as the impact their role has on wider business performance.

Technical Information

Note: Our Leadership SJT is available in Turkish, Spanish, and Portuguese. 

(3) Contact Care Situational Judgement Test

This measures a candidate's judgement and reasoning approach across a range of situations typical for a Contact Centre role. An example scenario would be a candidate needing to choose the best response to a customer phone call that they are having trouble understanding. These situations measure competencies that are critical to effective performance in Contact Centres. 

Competencies measured in this assessment include:

• Customer Service - this assesses how well an individual can assist and advise a customer before, during, and after a purchase. 

• Resilience - this relates to an individual's ability to cope under pressure and in difficult situations. It also considers their ability to recover quickly from difficulties or emotionally demanding situations. 

• Problem-Solving - this considers whether an individual can accurately assess a situation and quickly and effectively implement a solution.

Technical Information:

Note: Our Contact Care SJT is only available in English at this current time. 

(4) Warehouse Operatives Situational Judgement Test 

This is designed to assess a candidate's judgement and reasoning approach across a range of situations typical for a Warehouse Operative or Picker role. An example scenario would be a candidate needing to choose the most appropriate response to a new computer system during a busy shift. These situations measure competencies that are essential to effective performance in warehouses. 

Competencies measured in this assessment include: 

• Delivery - this considers an individual's ability to work at pace to a high standard. It also analyses a candidate's ability to tolerate routine work, follow processes, and whether they are happy working with technology. 

• Customers - this relates to an individual's understanding of a customer's needs and ensuring customer satisfaction.

• Working Together - this assesses an individual's appetite for working independently as part of a larger team whilst contributing to team goals and maintaining working relationships.

Technical Information

Note: Our Warehouse Operatives SJT is only available in English at this current time. 

 

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Message Me Assessments

What is a Message Me assessment? 

• Message Me (MM) assessments work similarly to a traditional SJT. However, unlike traditional SJTs, Message Me assessments take on the form of an instant messaging conversation, much like what you would see on a messaging platform like WhatsApp or Facebook Messenger. 
• In these assessments, candidates will receive a message from a colleague presenting them with a question or scenario. Respondents must then reply by choosing from a selection of different messages. 

Why do employers use Message Me? 

1. The format is more appealing to younger candidates who are more used to this style of interaction. Candidates may find this more engaging whilst allowing their strengths to be assessed in a format they're more comfortable using. 
2. Instant messaging assessments can help provide more realistic scenarios to respondents for certain roles. For example, for a role in retail customer service, the traditional SJT format is not realistic to this work environment as it mainly uses static text. Therefore, the Message Me format has higher validity for use in these roles. 
3. Message Me utilises elements of gamification to create engaging assessments that elicit faster and more accurate responses from candidates. 
4. Assessments are performed in real-time, meaning candidates must mimic the fast-paced decision-making used in the actual work environment. 
5. There is less pressure on candidates' reading comprehension skills as the assessment focuses on their behaviour instead. 

Off-the-Shelf Message Me Assessments

(1) Sales Message Me Assessment 

This measures a candidate's judgement and reasoning approach across a range of situations typical for a sales role. An example scenario would be a candidate needing to choose the most appropriate response to a last-minute client cancellation of an important meeting. These situations measure competencies essential to effective performance in a sales role. 

Competencies measured in this assessment include:

• Empathy - this assesses how an individual understands the perspective and needs of others. It also measures their confidence to adapt their style to fit the requirements of the customer. 

• Results Orientation - this considers an individual's ability to set goals and targets, and their approach to achieving them. 

• Focus - this measures the individual's ability to pay careful attention to a task or customer's needs to achieve business objectives. It considers how an individual ensures that a smooth sales process is maintained. 

• Resilience - this analyses how well an individual responds to setbacks and moves forward in light of criticism or unsuccessful sales.

Technical Information:

Note: Our Sales Message Me is also available in Swedish, Dutch, and Finnish. 

 

(2) Recruiter Message Me Assessment

This is designed to measure a candidate's judgement and reasoning approach across a range of situations typical for a role in recruitment. An example scenario would be a candidate needing to choose the most appropriate response for when a client has chosen their perfect candidate, but the candidate seems hesitant. These situations measure competencies essential to effective performance in a recruiter role. 

Competencies measured in this assessment include:

• Empathy - this assesses how an individual understands the perspective and needs of others. It also measures their confidence to adapt their style to fit the requirements of the candidates and clients they work with.

• Results Orientation - this considers an individual's ability to set goals and targets, and their approach to achieving them.

• Focus - this measures the individual's ability to pay careful attention to a task or customer's needs to achieve business objectives. It considers how an individual ensures that a smooth sales process is maintained.

• Resilience - this analyses how well an individual responds to setbacks and moves forward in light of criticism.

Technical Information:

Note: Our Recruiter Message Me is also available in Swedish, Dutch, and Finnish. 

(3) Retail Message Me Assessment 

This is designed to measure a candidate's judgement and reasoning approach across a range of situations typical for a role in retail. An example scenario would be a candidate needing to choose the most appropriate response to a regular customer chatting with them, oblivious to the queue building up behind them. These situations measure competencies that are critical to effective performance in a retail role. 

Competencies measured in this assessment include: 

• Customers - this relates to how much an individual values working with customers and enjoys a frontline customer service role. 

• Delivery - this assesses an individual's ability to work at pace whilst maintaining their focus on achieving high standard results. 

• Working Together - this considers an individual's appetite for working in a team and their ability to manage relationships and support colleagues.

Technical Information: 

Note: Our Retail Message Me is only available in English at this current time.

 

What do our reports include? 

Our SJT and MM reports are designed for recruiters, line managers, and HR and L&D professionals. They include key findings from a candidate's test performance that relate to how they are likely to respond to different scenarios in the workplace. 

The report provides an overview of how the candidate may perform in several key areas identified as critical to the role, suggesting some questions you may wish to incorporate into a structured interview, as well as some potential areas of development for the candidate. 

 

Last Updated: January 2024