Toyota Situational Judgement Test
Toyota looks for employees with a high ability to handle various situations in a specific manner. Applicants have to pass a situational judgement test before being offered a position. This is also referred to as a situational judgement test.
Toyota use the following tests in their selection process:
- Situational judgement test
- Mechanical reasoning test
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About Toyota Situational Judgement Tests
Founded in Japan in 1937, Toyota is a Japanese global automotive manufacturer. Toyota is one of the world's largest employers, employing approximately 365,000 people worldwide. While Toyota employs many people of various skill sets, there is an extensive selection process in place to ensure only the most suitable candidates progress successfully and a high calibre of workforce is maintained. Psychometric testing is adopted throughout the recruitment process, as a means of screening out candidates who lack the abilities necessary for a career in this area. Typically, candidates are asked to complete diagrammatic, numerical and verbal reasoning tests, although further tests may be used for some positions. Candidates are informed in advance as to which tests they will be required to take.
Situational judgement tests are a fair and objective way for Toyota to assess a wide range of applicants, each having different experiences and different qualifications. By analysing the results of a standardised situational judgement test, Toyota 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 that Toyota use professional psychometric tests.
Often, Toyota will ask applicants to take a situational judgement test online, which you can take from home. When the situational judgement test is used early on in the application process like this you will have to achieve a minimum score before you progress to the next round (typically a score in the top 50% of applicants is required however this does vary role to role). Further along in the selection process you might be asked to attend an assessment centre or interview where you will be asked to sit a situational judgement test again. This is so Toyota can verify the person scoring highly in the test is indeed the person applying for the job.
Toyota Application Process Stages
Here is the typical process for your application to Toyota.
The whole application process will vary depending on the Toyota region you are applying to. Some of the stages may not apply, and some may appear in a different sequence. However, all will require that you complete an application form.
Online Aptitude TestVerbal, numerical, logical and/or situational strength
Once your application has been reviewed and successfully passed screening, an online assessment will be employed. Once again, each region will operate under their own system.
Upon passing the psychometric tests, you will then be asked to take part in an interview. Typically, in an interview you will be given a set of questions to respond to. You will then use the software provided to record your responses to these questions. Responses are typically 30 seconds to a minute long. Use the freedom here to plan your responses to the questions well, even if that means redoing the recording. Ensure that your answers are relevant to the questions asked.
For the final stage of the process you will be invited to an assessment centre and asked to take part in some exercises:
- Commercial exercise and interview
- Written exercise
- Psychometric tests
Buy Practice Situational Judgement Tests
Our situational judgement practice test pack is suitable for preparing for the Toyota situational judgement test.
Excellent variety of practice tests ranging in difficulty levels. Really helped me feel prepared for, and pass, my actual online tests.
Toyota Situational Judgement Test Questions
Like most situational judgement tests, the one used by Toyota 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 companies such as Toyota.
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.
Toyota 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 Toyota you might feel like the situational judgement test is an unnecessary hoop to jump through. But you should bear in mind that Toyota 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 Toyota, 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 thToyota compare your score against norm groups. Our practice tests are pitched roughly at graduate level, but this means thToyota 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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