ABSTRACT
This chapter describes three major types of Low-Fidelity simulations: situational interviews; behavioral interviews; and situational judgment tests (SJT). The advantages of structured Situational and Behavioral interviews are that they are relatively easy to develop and administer. When developing situational questions, it is useful to have job experts provide input on critical incidents that can be used to craft vignettes and possible response options. In structured interviews, typically the assessor and administrator role is combined, and there may be more than one person on the interview panel—either observing the interview live or reviewing a recording. Stimulus material can take various forms—written narratives, photos, videos, and/or automated simulations. Low-Fidelity simulations are valuable tools in the arsenal of talent management systems. They can contribute to personnel selection, promotion, and development programs. The advantages of SJTs are that once they are constructed, administration and scoring are very quick and cost-effective.
