Each SJT item describes a situation, such as an angry customer or a colleague missing a deadline, and offers several possible responses. Candidates choose the best or worst option, or rank them. Answers are scored against a key, usually agreed by people who know the job well. SJTs are widely used in graduate and public sector hiring, and can be delivered online, by video or in conversation.
Because the scenarios come from the real job, SJTs test judgement that a CV cannot show, and candidates often find them fairer than abstract tests. They also give an honest preview of the work. Good practice is to build scenarios from real incidents, check the scoring key against performance and compare selection rates across groups, since reading-heavy items can disadvantage people for reasons unrelated to the role.