Work sample or situational judgement?
A work sample asks the candidate to do a realistic task. A situational judgement item describes a situation and asks what they would do, or what they should do. One collects the work. The other collects a choice about the work.
· GlobalPass+
Strengths and limits
A work sample is close to the job and expensive to score fairly. It becomes unreasonable when it is unpaid delivery for the employer. A situational judgement item is shorter and easier to compare across people. It can reward knowledge of the expected answer rather than the behaviour itself.
An aptitude item sits further away from the job again. It is useful when the capability should transfer, and weak when you need to see the actual task.
Where GlobalPass+ fits
Pathways use timed applied tasks and reasoning items. Examples in the pathway descriptions include checking an assumption, evaluating a source, and prioritising incomplete information. That is not a day in one company's office, and it is not a stack of client deliverables.
Choose a work sample when the role has a task you can define and pay for or bound tightly. Choose a situational judgement item when you need a short, comparable choice. Use GlobalPass+ when you want a stage-based score and a certificate the candidate can reuse, and you accept that it will not reproduce the employer's own desk.
Questions
Does GlobalPass+ set unpaid client work?
No. A sitting is a bounded assessment. The candidate receives a score, a report and a certificate. It is not delivery of work for an employer's client.