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Related Experiment Video

Updated: May 23, 2026

Problem-Solving Before Instruction (PS-I): A Protocol for Assessment and Intervention in Students with Different Abilities
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Evaluating cognitive ability, knowledge tests and situational judgement tests for postgraduate selection.

Anna Koczwara1, Fiona Patterson, Lara Zibarras

  • 1Work Psychology Group Limited, Nottingham, UK.

Medical Education
|March 21, 2012
PubMed
Summary

The clinical problem-solving test (CPST) and situational judgement test (SJT) are effective for postgraduate selection, outperforming cognitive ability tests. Candidates also reacted more favorably to the CPST and SJT.

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Area of Science:

  • Medical Education
  • Psychometrics
  • Human Resources Management

Background:

  • Postgraduate selection processes require valid and reliable assessment tools.
  • Cognitive ability tests, clinical problem-solving tests (CPST), and situational judgement tests (SJT) are commonly used.
  • Evaluating the predictive validity and candidate utility of these selection methods is crucial.

Purpose of the Study:

  • To assess the validity and utility of cognitive ability tests compared to existing selection methods (CPST and SJT) for postgraduate selection.
  • To examine candidate reactions to different assessment methods for face validity.
  • To determine the predictive accuracy of various tests for subsequent performance in selection centers.

Main Methods:

  • An exploratory, longitudinal study was conducted with junior doctors (n=260) applying for UK general practice training.
  • The predictive validity of two cognitive ability tests was compared against a CPST and an SJT.
  • Candidate reactions were measured immediately post-administration; performance was assessed via job simulation exercises at a selection center.

Main Results:

  • The CPST and SJT independently predicted more variance in performance than a non-verbal cognitive ability test.
  • A cognitive ability test measuring verbal, numerical, and diagrammatic reasoning showed similar predictive value to the CPST and added incremental validity.
  • The SJT was the best single predictor of selection center performance, and candidate reactions were more positive towards the CPST and SJT.

Conclusions:

  • The combination of CPST and SJT demonstrated the highest operational validity and candidate acceptance for predicting selection outcomes.
  • The SJT is a strong predictor, measuring procedural and declarative knowledge, alongside fluid abilities.
  • Further research is recommended to validate these tests for predicting long-term training performance.