Thema: Giving & Receiving Feedback

SJT Social Skills

The SJT Social Skills measures how someone interacts with others in work situations: collaborating, communicating, and acting customer-oriented. Candidates are presented with 12 situations, each with five possible responses. Each response must be evaluated individually for appropriateness.

The test evaluates six core competencies:

  • Task-oriented collaboration – practical cooperation, making clear agreements, and sharing knowledge
  • People-oriented collaboration – considering others, constructively handling disagreements
  • Assertiveness – forming your own opinion and expressing it respectfully
  • Customer orientation – seeking solutions and appropriately handling challenging customer situations
  • Reliability – acting consistently and with integrity when dealing with information and people
  • Flexibility – handling changes and continuing to work efficiently

Social skills are decisive in virtually every job. They determine how well someone can:

  • collaborate within a team
  • interact with customers or external parties
  • communicate in challenging situations
  • adapt flexibly to changing circumstances

This SJT provides a realistic view of how someone makes choices in social interactions and shows whether those choices contribute to constructive collaboration, customer orientation, and reliability. This makes the test a valuable complement to personality tests and cognitive tests.

The report provides standardized scores (stanine 1–9) per competency, each with:

  • Feedback text – description of the current level
  • Development advice – concrete tips to strengthen the skill
  • Graphical score display – a visual overview of the results

This makes the report useful not only for selection, but also for coaching and development conversations.

The six competencies that are reported separately are:

  1. Task-oriented collaboration
  2. People-oriented collaboration
  3. Assertiveness
  4. Customer orientation
  5. Reliability
  6. Flexibility

No single test perfectly predicts how someone will function in a job. What you can do is smartly combine tests that each measure something different — so you gather as much relevant information as possible, without overlap or test fatigue. This increases the incremental validity: the added value of a test on top of the others.

Recommended combination with the SJT Social Skills:

  • Personality test (MAPS)
    → provides insight into stable behavioral preferences such as collaboration, empathy, and flexibility.
    → helps explain why someone makes certain choices in social situations.
  • Reasoning test (abstract, verbal, or numerical)
    → measures cognitive capacity: logical, verbal, and/or numerical thinking.
    → indicates what someone can handle in terms of complexity and learning ability.

Together, these tests provide a complete picture: from social skills to personality and cognitive strengths.

  • Selection: the test provides objective insight into how candidates behave in social situations. You get a reliable picture of their ability to collaborate, flexibility, reliability, customer-friendliness, and assertiveness. This improves the quality of your hires and reduces the risk of mismatches.
  • Learning & development: the test can serve as a baseline measurement at the start of training or education. You gain insight into the strengths and development points of participants and can tailor the learning path accordingly. With a later measurement, you can also see what progress has been made.

Measures collaboration, customer orientation, and flexibility in realistic situations

6 separate competencies with feedback and development advice

Dutch, French & English

Suitable for all education levels

Situational Judgment Test (SJT) – text-based

12 situations, each with 5 responses to evaluate

Time: Maximum 30 minutes

Price per administration: €55

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Voorbeeld SJT's

360° Feedback

With our 360° feedback survey, you get a nuanced picture of someone’s performance from different perspectives: supervisor(s), colleagues, direct reports, internal customers, project members, and the person themselves.

You can start immediately with our standard 360°. This allows you to collect feedback on the following leadership competencies: strategy and vision, risk-aware analysis and decision-making, change orientation, results orientation, people orientation, leadership, networking and customer focus, collaboration, personal development capacity, and integrity.

Do you have a clear leadership vision within your organization? Then we create a survey based on our validated competency library. This way, we select precisely those competencies that are relevant to your organization and the purpose of the survey.

A 360° feedback provides insight from multiple perspectives. By combining feedback from different levels and roles in the organization, you get:

  • More complete picture – insight into strengths and development areas from multiple angles
  • Better development conversations – concrete and nuanced starting point for coaching or performance discussions
  • Greater self-awareness – reflection of self-image with external perceptions
  • Stronger development actions – thanks to concretely formulated improvement points and a ready-to-use action plan template

Because you can fully align the survey with your own competency model and context, this instrument is equally suitable for talent development, leadership development as well as for culture and behavior programs.

The report is clear, comprehensive, and action-oriented, with:

  • Global overview – spider web with average scores per competency
  • Benchmark – comparison with the average scores of other participants who simultaneously go through the same process
  • Scores per competency
  • Scores per behavioral indicator
  • Comparison self-image vs. others – insight into similarities and differences
  • Strengths & development opportunities – including concrete improvement points
  • Ready-to-use template for reflection action plan – for immediate follow-up in development conversations

Confidentiality is guaranteed: results are only displayed for respondent groups with at least 3 respondents (adjustable to a stricter limit, e.g., 5).

A 360° feedback survey is ideal in combination with:

  • Internal development actions within your organization
    → Use the results of the 360° as input for your leadership program, internal coaching, training, or development programs.
    → This way, insights are directly translated into concrete development steps and lasting behavioral change.

You use the 360° feedback survey within development and HR processes when you need a broad, multi-voiced, and reliable picture.

Specifically, you can use a 360° as:

  • Start of a development or leadership program – map strengths and focus areas clearly to work in a targeted manner immediately.
  • Competency map for training – determine priorities based on real needs.
  • Performance reviews – conduct a concrete conversation with clear observations and follow-up actions based on more than just vague memories.
  • Baseline and follow-up measurement – establish the initial situation and measure again later to objectively evaluate the growth and impact of a program.

Get a complete picture of someone’s performance

Dutch, French & English

Suitable for all education levels

Standard or custom survey

Concrete action plan template included

Price per administration: from €225

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