Some of the available medical selection tools which seek to choose other non-academic characteristics are interviews, mini multiple interviews (MMI) and situational judgement tests (Patterson et al. 2016).
Situational Judgement Tests (SJT) involve presenting students with a work-related scenario and asking how they would respond.
A potential solution lies in the use of Situational Judgement Tests (SJTs) which have gained popularity due to robust psychometric evidence and potential for large-scale administration.
The UKCAT Board is currently trialling a new set of 'Situational Judgement Tests' (SJTs), as are already used for the recruitment of health professionals [ 24].
In correlating a behavioural MMI and a situational judgement test, it is worth drawing the theoretical distinction between the two types of questioning.
The findings suggest that such questions should not be included in undergraduate examinations and may raise issues with the introduction of Situational Judgement Tests into Foundation Years selection.
The report promotes the use of contextual admissions, greater use of multiple mini-interviews (MMIs), aptitude testing and situational judgement tests (SJTs) and outreach programs, all of which have shown effectiveness in widening participation [ 1, 9].
A viable solution to the assessment of integrity may lie in the use of Situational Judgement Tests (SJTs), where test-takers are presented with job-related scenarios and asked to indicate their response(s) according to predetermined options [ 13, 14].
Internationally, such assessment centres have used a range of formats, both written and observed, including situational judgement tests (SJT) [ 13], clinical problem solving tests (CPST) [ 12], low and high fidelity simulations [ 14], and the multiple-mini-interview (MMI) [ 15].
