Blackwell Reference Online

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Situational tests are assessment devices that require applicants, or candidates, to respond to a set of standardized instructions and stimuli as if they were doing so under natural conditions. Behavior is directly observed or recorded (sometimes on videotape), and trained staff then score these observations in standardized ways ( see assessment centers ; work samples ). Examples of situational tests include the in‐basket test, the situational interview , the leaderless group discussion, and assigned role‐playing exercises ( see management games ; role playing ; simulations ). Situational tests are usually administered in selection contexts, but can also be used in personnel development work. Most situational tests are based on some aspects of a target job. These tests can vary in terms of “mundane realism” versus fidelity ( Weick, 1965 ). The highest‐fidelity situational tests use very realistic materials and equipment to represent the task situation and provide applicants with an opportunity to respond almost as if they were in the job situation. Low‐fidelity simulations might merely present a verbal or a written description of a hypothetical work circumstance and ask for verbal reactions ( Motowidlo, Dunnette, and Carter, 1990 ). Another important distinction is whether or not the situational test provides an opportunity to assess actual performance or inference about ... log in or subscribe to read full text