How SJTs Work
Contact Center SJTs present candidates with realistic scenarios they are likely to encounter in their roles. Each situation is explained through text and a brief video clip to provide context.
Candidates are then asked, “What would you do?” and given 3 to 5 response options. They must choose the best response and the worst response, while the remaining options are left neutral. Candidates can revise their choices until they are satisfied and submit their final answers.
Typically, an SJT includes 5 to 8 scenarios. This range allows for the assessment of several key competencies, such as negotiating conflict, maintaining a customer focus, and complying with policies and procedures, without being too lengthy. This balance helps maintain candidate engagement while also providing sufficient evaluation data.
Getting Started with SJTs
Standard SJTs are the perfect way to get started with this kind of assessment. You can choose the key competencies you’d like to assess and add it to up to five flows. Optional Harver-produced videos for each situation and translations into Harver’s core languages are included upon request.
While standard SJTs provide a great starting point, you can later enhance the experience with customizations. Collaborate with our people scientists to identify the specific competencies needed for success in the role and develop unique scenarios and response options tailored to your organization. We can even produce on-location videos to showcase your company culture and present more authentic, realistic situations that your employees encounter.
By integrating Contact Center SJTs into your hiring process, you can make more informed decisions, reduce turnover, and create a more engaged and effective workforce.
How SJTs Work
Retail SJTs present candidates with realistic scenarios they are likely to encounter in their roles. Each situation is explained through text and a brief video clip to provide context.
Candidates are then asked, “What would you do?” and given 3 to 5 response options. They must choose the best response and the worst response, while the remaining options are left neutral. Candidates can revise their choices until they are satisfied and submit their final answers.
Typically, an SJT includes 5 to 8 scenarios. This range allows for the assessment of several key competencies, such as communicating effectively, maintaining a customer focus, and learning agility, without being too lengthy. This balance helps maintain candidate engagement while also providing sufficient evaluation data.
Getting Started with SJTs
Standard SJTs are the perfect way to get started with this kind of assessment. You can choose the key competencies you’d like to assess and add it to up to five flows. Optional Harver-produced videos for each situation and translations into Harver’s core languages are included upon request.
While standard SJTs provide a great starting point, you can later enhance the experience with customizations. Collaborate with our people scientists to identify the specific competencies needed for success in the role and develop unique scenarios and response options tailored to your organization. We can even produce on-location videos to showcase your company culture and present more authentic, realistic situations that your employees encounter.
By integrating Retail SJTs into your hiring process, you can make more informed decisions, reduce turnover, and create a more engaged and effective workforce.
