Situational Judgement Test - ThunderQuote for Non Profits

Situational judgement test allows us to assess how you approach scenarios encountered in the workplace. Your answers will also indicate your alignment with the values and culture of our company.

Name*
Email address*
Name of your TQ HR Coordinator*
As a new team leader, last week was the first time you'd assigned both individual and team objectives. Each one of your team was told to work together and to complete all tasks by the end of the week. Unfortunately, it's now clear to you that none of the team's objectives have been achieved. In fact, your individually assigned objectives had mixed success as well. Which one would you least likely do?*
- Remove objective setting since it doesn't seem to work.
- Use 1-on-1's to discuss effective objectives and to jointly agreeing on new objectives.
- Request the team to work closely together.
- Organise a team meeting to discuss morales and lack of proactiveness.
Please elaborate further on why you would take this approach.*
You are in a daily huddle with your over-worked team. A new, junior colleague has been regularly interrupting other team members as they voice their own problems. You think they're trying to impress their new team by monopolising the answers to each problem raised. What would you most likely do?*
- Ask why the more experienced team members are not offering their own solutions.
- Assuming the others agree with you, state what you think is happening here.
- Tell the new colleague to stop distracting everyone from alternative solutions
- Firmly suggest to your new colleague that it's fairer to let everyone contribute
Please elaborate further on why you would take this approach.*
At a recent department meeting one of your senior colleagues appears to be acting intentionally awkward towards you. Whenever you make suggestions relating to the topic area being discussed they interrupt you and come up with reasons why your suggestion is not workable. You have known this person since you joined the company six months ago and you have always got on well. They have been with the company for over 2 years and seem to be well respected by most people. You have heard rumours that they are having personal issues at the moment. You are only 1 hour into an all-day meeting. What would you do?*
- Wait until the coffee break and ask the colleagues you are closer to whether they have noticed this behaviour and ask for their thoughts on how to deal with the situation.
- Wait until the coffee break and then ask the person you are having the issues with if they could spare five minutes for a chat. Politely ask them whether you have done something to offend them as you feel their attitude towards you this morning has been somewhat negative. Ask if there is something you can do to improve the situation as it is making the meeting awkward for everyone.
- Ignore them and continue to input to the meeting in a confident and supportive manner. This shows that you can handle difficult situations and as you have always got along well with this person in the past this is probably a one-time situation. Everyone has bad days and as a colleague it is up to you to not make anyone feel worse than they do already.
- Attempt to confront the person in the meeting. The situation is reflecting badly on you and you do not want your manager to think that you can’t stand up to someone just because they have more experience than you.
Please elaborate further on why you would take this approach.*
A recruitment agency that you work with has allocated a new recruitment manager to assist with your recruitment activities. However, you do not feel that they are providing as good a service as the previous recruitment manager did. They keep forgetting to follow up on agreed actions and are missing mutually agreed deadlines. You feel like they have become complacent. You are happy with the recommended candidates that they provide but you feel customer service could now be better. What do you do?*
- Raise your concerns with your own line manager so that they can escalate the issue at the right level.
- Wait for the next meeting with the recruitment manager and raise your concerns with them directly. Go to the meeting prepared with a list of issues that you have experienced so that you can jointly agree a plan for improving service.
- Keep track of the issues and raise it up another time in the future if it happens again. After all, the recruitment manager has only just started working with you and they may just need time to get used to the work.
- Start looking for alternative agencies who might provide better service.
Please elaborate further on why you would take this approach.*
Your team is assigned to work on a big project. Your manager meets with you and go over the details together, and establish specific tasks that needs to be done. She informs you that this project will help build the company's reputation and bring in more clients. How would you approach this?*
- I would send an email to the team, introducing the project and delegating tasks to each one. I would emphasize on the importance of this project and ask them to stay focused, putting it on a high priority. I would also encourage them to contact me if they face any difficulties.
- I will take an active part in it by assigning myself the more crucial tasks. I will use the assistance of my team members for other tasks.
- Since this is an important project, I want the team to feel involved and take responsibility. I would gather the team and introduce the project and required tasks. I will then let everyone choose what they want to work on.
- I would gather the team and ask for their ideas on the project. Then, I would assign tasks to each team members based on their skills and strengths, and schedule weekly team meetings in which everyone will share their progress and we can exchange ideas.
Please elaborate further on why you would take this approach.*
As a strategy operations trainee, part of your role is being involved in many cross-organisational projects. One such project involves people from a number of different departments as well as a non-profit agency with whom the company is partnering with. You have been project managing it from the outset and so far it has been going well. Unfortunately, one of the key team members from the partner company has gone off sick with a long-term illness so a replacement was brought in to join the project team a month ago. You have noticed that from the start this replacement is not acting as efficiently as her colleague did. She keeps turning up to meetings late and is not delivering on everything that has been asked of her. She is very experienced in her field though and was brought into the project as she had delivered work of this nature before. What do you do?
- Prior to the next project meeting, arrange a call with the team member in question to discuss your concerns directly and to agree what your joint expectations are around the project.
- Raise your concerns about the team member to her manager, outlining the key issues and the observations you have made.
- Give her a chance to improve by herself but continue to take note of the times the team member is late and the issues she fails to deliver on for a few more weeks.
- Speak to other members of the project team to try asking them what their perceptions are of the team member in question.
Please elaborate further on why you would take this approach.*