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Situational Strengths Tests

    • 50 tests |
    • 480 questions

Situational strengths tests assess you for competencies that companies require for the ideal candidate. They will be based on hypothetical scenarios that focus on how you would display specific strengths effectively. Based on the answers you give, it will confirm whether you align with a particular company’s values.

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3 example situational strengths questions with answers

The examples below reflect typical situational strengths questions you might face when taking the test. Answers to each are below the questions.

For each of the three scenarios below, choose which of the four options you would most likely and least likely respond:

Situational strengths question 1

situational strengths question

A) Respond to the email as best you can before leaving without having access to the key files and tell the client that you will double check everything first thing on Monday.

B) Call the client immediately to find out exactly when they need the information by. If they do need it this evening you can pop back to the office and talk them through the key information and then provide a more in-depth written response on Monday.

C) Reply immediately telling the client that you need to get more information for them before you can give them an answer in full and with that in mind you will get back to them first thing on Monday morning as a priority.

D) Leave the email for now and deal with it first thing on Monday morning. The client will have received your out of office response anyway and may have contacted a colleague already.

Situational strengths question 2

situational strengths practice question

A) Explain that you have other priorities right now but suggest that as soon as you complete the healthy eating initiative you could start working with the student in question.

B) Tell the head of year 7 that you would love to work with this student on a one to one basis and look for other opportunities to work on the healthy eating initiative.

C) Agree to support the student but say that if the time required to support her should grow then the head of year 7 will need to find someone else to work with her.

D) Explain that you have a lot on at the moment but suggest that you could help the head of year 7 to find someone else who may be able to support this student.

Situational strengths question 3

practice situational strengths

A) Conduct some extra research in your own time to try and look at the likely benefits before discussing with anyone else.

B) Ask your manager what they think and whether it is worth investing any more time.

C) Dismiss the idea as it is only a feeling and you are all keen to get the project finished anyway.

D) Tell other managers in the business about your ideas so that they can choose whether to implement them in their own areas.


Question 1:
B for most likely. By calling the client you are ensuring that you are respond according to their needs. It may be that they can wait for the information but it is important to establish this. It recognises that even a simple verbal response must be correct and having access to the correct files is vital. As they are your client it is important that you demonstrate you are willing to go the extra mile.

D for least likely. This is a client you have been working with very closely for 6 months so it is you they need help from. By ignoring the email completely it is evident that you are not prepared to go the extra mile. You have a good relationship with them so simply ignoring them is not what they will expect from you.

Question 2:
B for most likely. Whilst you may have concerns that the needs of this student may grow, it seems that it is feasible to support her and to work on the healthy eating initiative as long as you plan your time well and maybe do a few hours in your own time. The key thing in this scenario is to monitor how the student is doing as the weeks progress and to keep your manager informed if you think she needs more time with you.

D for least likely. The head of year 7 has asked you specifically to support this student. This means she must believe you could do a good job. When you are on placements like this, it is wise to grasp every opportunity you can. If you are not comfortable going the extra mile you might not get asked again! It may feel like you are being helpful by offering to find someone else but the head of year 7 is more than capable of doing this for herself.

Question 3:
A for most likely.At the moment you have a ‘feeling’ that this approach could help others. It is worthwhile investing a little extra time to confirm this (or otherwise) before talking to anyone else. That way you can be more confident when discussing with others from across the business. Even if nothing comes of it, it is always advisable to have a good understanding of other parts of the business you are in.

C for least likely. This approach fails to recognise how important it is to think about one’s own work and objectives within the context of the wider business. Employers are looking for graduates who can see how their own input can benefit others. You have already conducted a lot of the research; it would seem like only a partial solution if you chose not to investigate further.

Sample Situational Strengths Tests question Test your knowledge!

After implementing a new procedure, you receive significant pushback from your team who preferred the old method. How do you respond?

  • Insist on using the new procedure as it is, emphasizing the importance of following directions.
  • Roll back the changes immediately, accepting the team's preference for the old method.
  • Organize a meeting to gather feedback on the new procedure and discuss possible improvements.
  • Document the team's feedback but make no changes, hoping they will adapt over time.

During a team meeting, you notice two colleagues arguing over the best approach for a project deadline. Both are becoming increasingly frustrated with each other. What is the best course of action for you to take?

  • Allow them to resolve their own conflict without intervening, as it is a healthy part of team dynamics.
  • Suggest taking a short break so everyone can cool down before revisiting the discussion.
  • Immediately inform your supervisor about the situation and ask them to deal with it.
  • Offer a compromise between the two approaches being argued to resolve the conflict quickly.
  • Ask them to focus on the parts of the project where they agree and set aside the contentious points for later discussion.

You've been assigned an important task at work but realize mid-way that the deadline is unrealistic due to unforeseen complications. What do you do?

  • Continue working without mentioning the issue in hopes that you'll find a way to complete it on time.
  • Immediately ask for an extension without trying to work out a solution.
  • Assess the situation, communicate potential delays to stakeholders, and propose a new, realistic deadline.
  • Delegate some of your other responsibilities without consultation to focus on the deadline.

You have a list of tasks to complete but receive an urgent request that requires immediate attention. How should you prioritize your workload?

  • Drop all other tasks and focus solely on the urgent request until it is completed.
  • Assess the urgency and importance of all tasks, including the new request, and reprioritize your list accordingly.
  • Complete the tasks that are fastest to finish first to make room for the urgent request.
  • Inform your supervisor of the situation and ask them to assign the urgent task to someone else.

A team member is not contributing equally to a group project. As a deadline approaches, how do you address the situation?

  • Ignore the situation and pick up the slack to ensure the project is completed on time.
  • Confront the team member in a group meeting to publicly discuss their lack of contribution.
  • Privately discuss the issue with the team member, expressing concern and offering support or solutions.
  • Report the situation to a supervisor without attempting to speak with the team member first.

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Situational Strengths Tests Tips

1Do research

Try to find out as much as possible about the company and role you are applying for. It’s important to consider the qualities that the company’s culture is based on when answering situational strengths questions. Think about the type of qualities the organization is going to be looking for. Teamwork and building relationships are among the most popular qualities that any candidate will need in a workplace environment but you might work out what other competencies you need to have.

2Ethics first

All employers value strong ethics. When answering situational strengths questions, you should be guided by the companies values but also by universally recognised concepts of right and wrong conduct. It’s also a good exercise to make a list of values that apply directly to your profession. For instance, appreciation of client confidentiality and professional secrecy in client/lawyer relations are the key values that everyone who wants to be a lawyer is assumed to understand.

3Unethical options are incorrect

Following this, the unethical options will be the wrong choice. You might have been charmed by the sneaky protagonists in TV series, in which they get along lying and being dishonest to most of their colleagues, but luckily in real life, societies still value the opposite. So if one of the possible actions is dishonest, involves lying, disguising personal errors, acting in an uncooperative manner, or provoking a client or a customer then this answer will not be correct or a “least likely” option, if you are not presented with other choices.

4Practice makes perfect

The catch in any situational strengths test is the high probability of any of the presented answers ( except the ethical examples explained above). We recommend you to think in accordance with the promoted values outlined in the company’s profile, but to really ace it you might want to take one of the mock situational strengths tests we provide.

5Best response dilemma

Often you’ll be asked for the ‘best’ or ‘most likely’ response. This means choose the most appropriate response given the information you have. It might not be perfect, it just needs to be better than the rest.

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Situational Strengths Tests FAQs

What does the situational strengths test measure?

It usually measures a candidate’s competency level in relation to role-specific scenarios. The simulated situations presented to you are designed to assess important strengths such as communication, organisation skills, analytical thinking etc. As a potential employee, you must demonstrate your capabilities effectively in your responses.

How long do situational strengths tests take?

Situational strengths tests are usually short and should only last up to 20 minutes during the application. Remember the more you practice, the more equipped you will be to answer the questions efficiently and quickly.

Where can I practice situational strengths tests?

Practice does make perfect and you can start here with somesituational judgement test practice questions. After that, there’s a free test below, and 29 more tests you can pay to access. These practice tests cover a wide range of topics specific to different roles and companies, with full explanations for each answer.

How are situational strengths tests scored?

After grouping your answers, a combined score of each strength will be compared against the responses of an established group. This will indicate those candidates shown to be most suitable for the role.

Reviews of our Situational Judgement tests

What our customers say about our Situational Judgement tests

  • June 11, 2024

    A valuable and insightful test for real world scenarios

    Overall, it was a great learning experience and helped me understand better how to handle various situations effectively as there are several options.

  • June 06, 2024


    Questions were good but too lengthy, time slot was little, good and practical analytical questions. Not easy to determine but need to follow own instincts.

  • May 29, 2024


    My first Situation Judgment Test was engaging and enlightening. It presented realistic workplace scenarios, requiring critical thinking, empathy, and ethical decision-making. The test highlighted the importance of reflective and thoughtful judgment. Overall, it was a positive exp

  • May 14, 2024


    The questions are realistic and practical like the real test. The timing makes it a bit challenging and equally educative

  • United Kingdom

    March 25, 2024


    Used this test to make me familiar with the situational judgement test i am preparing for, although the format is different it makes me familiar with types of examples i can expect

  • South Africa

    January 30, 2024

    Being Honest

    What I liked about the test was the questions because they tested my perspective around certain scenarios. It tested they way I think and my personality. One thing I disliked about the test was time pressure .

  • South Africa

    January 30, 2024


    It gave me a clear insight on the possible challenges you could face in your business . Getting the opportunity to see different approaches to every situation and picking the one that best describes my personality gave me an idea of what approach would I have in situations.

  • United Kingdom

    January 29, 2024

    Overall helpful practice

    Some of the scenarios weren't as clear as I would have liked (in terms of the job role and company). It would have been helpful to practice a SJT where you had to rate the possible responses from most effective to least effective.

  • Pakistan

    January 29, 2024

    Navigating Professional Scenarios with Critical Thinking

    I found this test to be quite insightful and thought-provoking. It presented various scenarios that required critical thinking and problem-solving skills, which I appreciated.

  • Nigeria

    January 29, 2024

    Good practice stimulation

    Scenarios can be broken down into paragraphs to aid readability and help people process the scenarios better and faster.