Npower Situational Judgement Test (SJT)
Npower looks for employees with a high situational judgement ability. Applicants may have to pass a SJT before being offered a position.
Npower use the following tests in their selection process:
- SHL numerical reasoning test
- SHL logical reasoning test
- SHL verbal reasoning test
- Situational Judgement Test
About Npower Situational Judgement Tests
SJT reasoning tests are a fair and objective way for Npower to assess a wide range of applicants, each having different experiences and different qualifications. By analysing the results of a standardised logical reasoning test, Npower are able to quickly see which candidates are suitable for the role and which are not. This sort of information about candidates’ skills is difficult to glean from interviews and qualifications alone, so they use professional psychometric tests.
Npower Application Process Stages
Here is the typical process for your application to Npower.
Once you have registered your details online you will need to fill out a short application form. This includes attaching your CV, answering a few simple questions and completing a diversity form.
Once you have applied, your CV will be reviewed. You may receive a phone call from the Npower recruiting team to clarify a few details from your CV. Following the telephone screening your CV will be passed to the hiring manager to review.
The final stage will be either a face to face interview or an assessment centre, depending on the role you’ve applied for.
Excellent variety of practice tests ranging in difficulty levels. Really helped me feel prepared for, and pass, my actual online tests.Npower graduate scheme applicant
Npower Sitational Judgement Test Questions
Like most situational judgement tests, the one used by Npower looks at how you would handle and respond to typical, and rare, situations and scenarios that occur in the workplace. The situational judgement test will be assessing your speed and accuracy. The answers are multiple choice and you should try to work quickly within the time limit, but also accurately. Negative marking is unlikely to be used but do not guess answers, as this will show up in your accuracy score. With practice you will become familiar with the type of situational judgement tests used by organisations such as Npower.
situational judgement tests and who uses them
Companies are using situational judgement tests more and more in their application process that candidates must go through. A person's score in a situational judgement test is a good indicator of how closely their attitudes and responses to situations mimics those of the company they've applied to. This is important in any sector or position.
Npower use situational judgement tests as part of their recruitment process to help them select the best candidates for a particular role.
So as a graduate or senior candidate applying for a job at Npower you might feel like the situational judgement test is an unnecessary hoop to jump through. But you should bear in mind that Npower are asking you to complete the situational judgement test as much for your own benefit as theirs; if you are not suitable for the role, a psychometric test will usually identify this. Research has shown that psychometric tests, such as those used by Npower, are a better predictor of job performance than traditional selection metrics such as level of degree achieved
What you should know before taking your situational judgement test
The situations described in standardised situational judgement tests are ones which applicants can expect to face whilst performing the job they've applied for. The difficult aspect comes with identifying the details in the situation, which would help you to choose the appropriate courses of action to take, quickly and accurately within the time limit. Here are a few examples of the most common situations you can expect in your situational judgement test:
- Unsatisfied customer
- Stock-related problems, such as delivery
- Disagreements between work colleagues
Different types of situational judgement tests
Most questions in most situational judgement tests follow a standard format displaying a passage of text, the question and answer options on screen. These can be arranged differently, but each test will stick to the same layout throughout. The question text may contain extra information which adds to what's given in the sequence of images, this might also be necessary to answer the question correctly. You might have to guess which answer option is the next in the sequence, or which options represents a missing step in the sequence. Lastly, the answer options are almost always multiple choice. Multiple choice answers can vary, however. You may have 2 options to pick from, 4, maybe 5, and these will have to be ranked too. The more answer options to pick from, the slimmer the chances are that you can obtain the correct answer by guessing.
How difficult are your tests?
The same difficulty as real tests. Generally real employer selection tests don't differ that much in terms of difficulty which is why they compare your score against norm groups. Our practice tests are pitched roughly at graduate level, but this means they are actually suitable for preparing for all levels of job: entry; apprentice; graduate; senior; director.
Are they compatible with my Mac / Tablet / Phone?
Yes, and PC, and Linux and smartphone and Android and...everything. Our practice tests will run on all systems and they are responsive so they will work well on tablets and smartphones too!
How many times can I take the tests?
Unlimited. You can take our practice tests as many times as you like; there is no limit. But to be honest, after taking the same test a few times you start to remember the answers, so that’s why we have lots of tests.
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