Why you should use A/B Testing Test?

The A/B Testing Test makes use of scenario-based questions to test for on-the-job skills as opposed to theoretical knowledge, ensuring that candidates who do well on this screening test have the relavant skills. The questions are designed to covered following on-the-job aspects: Designing effective A/B tests Analyzing data to draw insights Integrating A/B testing into applications Testing web applications for performance Optimizing conversions through A/B testing Understanding statistical significance in A/B testing Identifying and resolving test conflicts Analyzing user behavior in A/B testing Implementing A/B testing frameworks Developing data-driven hypotheses

A/B Testing Test

Q: What topics are covered in the A/B Testing Test?

Designing A/B Tests Data Analysis A/B Testing Integrations A/B Testing Web Applications A/B Testing Conversions

About the test:

The A/B Testing Test assesses a candidate's knowledge of A/B testing methodologies and their ability to analyze and interpret data to make data-driven decisions. It evaluates their understanding of statistical concepts, experimental design, hypothesis testing, and data analysis techniques.

Covered skills:

Designing A/B Tests
A/B Testing Integrations
A/B Testing Conversions

Data Analysis
A/B Testing Web Applications

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9 reasons why

Adaface A/B Test is the most accurate way to shortlist Data Analysts

Reason #1

Tests for on-the-job skills

The A/B Testing Test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

Designing and implementing A/B tests
Analyzing data to draw meaningful insights
Integrating A/B testing into various systems
Testing web applications using A/B methods
Optimizing conversions using A/B testing

Reason #2

No trick questions

Traditional assessment tools use trick questions and puzzles for the screening, which creates a lot of frustration among candidates about having to go through irrelevant screening assessments.

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The main reason we started Adaface is that traditional pre-employment assessment platforms are not a fair way for companies to evaluate candidates. At Adaface, our mission is to help companies find great candidates by assessing on-the-job skills required for a role.

Why we started Adaface

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Reason #3

Non-googleable questions

We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.

How we design questions

These are just a small sample from our library of 10,000+ questions. The actual questions on this A/B Testing Test will be non-googleable.

🧐 Question
Medium Hiring Developer Skewed Data Graph	Try practice test
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
Medium Negative correlation	Try practice test
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

	🧐 Question	🔧 Skill
	Medium Hiring Developer Skewed Data Graph	3 mins Data Analysis	Try practice test
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
	Medium Negative correlation	2 mins Data Analysis	Try practice test
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

	🧐 Question	🔧 Skill	💪 Difficulty	⌛ Time
	Hiring Developer Skewed Data Graph	Data Analysis	Medium	3 mins	Try practice test
Two companies A and B hired developers from the year 2001 to 2005. The given bar graph shows the hiring details. Now select the statements that are true based on the given details. A: The data given for Company A is skewed to the left. B: The data given for Company B is skewed to the right. C: The data given for Company A is skewed to the right. D: For Company B, mean and mode are equal. E: For Company B, mean is equal to median but less than mode. F: For Company A, median is less than mode but greater than mean.
	Negative correlation	Data Analysis	Medium	2 mins	Try practice test
Saffi, one of the popular schools in San Francisco did a school wide study of the students in middle school. The study found that there is a negative correlation between the time spent on Facebook per day by students and their academic achievement. How can we understand the results of this study? A: An increase in time spent on Facebook per day causes a drop in the academic achievement of students at the middle school level. B: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at Saffi. C: An increase in the time spent on Facebook per day causes a drop in the academic achievement of students at Saffi. D: There is an association between an increase in time spent on Facebook per day and the drop in the academic achievement of students at the middle school level.

Reason #4

1200+ customers in 75 countries

With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!

Brandon Lee, Head of People, Love, Bonito

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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment A/B Testing Test in your hiring process is that it is an elimination tool, not a selection tool. In other words: you want to use the test to eliminate the candidates who do poorly on the test, not to select the candidates who come out at the top. While they are super valuable, pre-employment tests do not paint the entire picture of a candidate’s abilities, knowledge, and motivations. Multiple easy questions are more predictive of a candidate's ability than fewer hard questions. Harder questions are often "trick" based questions, which do not provide any meaningful signal about the candidate's skillset.

Science behind Adaface tests

Reason #6

1 click candidate invites

Email invites: You can send candidates an email invite to the A/B Testing Test from your dashboard by entering their email address.

Public link: You can create a public link for each test that you can share with candidates.

API or integrations: You can invite candidates directly from your ATS by using our pre-built integrations with popular ATS systems or building a custom integration with your in-house ATS.

Reason #7

Detailed scorecards & benchmarks

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Reason #8

High completion rate

Adaface tests are conversational, low-stress, and take just 25-40 mins to complete.

This is why Adaface has the highest test-completion rate (86%), which is more than 2x better than traditional assessments.

Reason #9

Advanced Proctoring

Learn more

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About the A/B Assessment Test

Why you should use Pre-employment A/B Testing Test?

The A/B Testing Test makes use of scenario-based questions to test for on-the-job skills as opposed to theoretical knowledge, ensuring that candidates who do well on this screening test have the relavant skills. The questions are designed to covered following on-the-job aspects:

Designing effective A/B tests
Analyzing data to draw insights
Integrating A/B testing into applications
Testing web applications for performance
Optimizing conversions through A/B testing
Understanding statistical significance in A/B testing
Identifying and resolving test conflicts
Analyzing user behavior in A/B testing
Implementing A/B testing frameworks
Developing data-driven hypotheses

Once the test is sent to a candidate, the candidate receives a link in email to take the test. For each candidate, you will receive a detailed report with skills breakdown and benchmarks to shortlist the top candidates from your pool.

What topics are covered in the A/B Testing Test?

Designing A/B Tests
Designing A/B Tests involves the creation of experiments with two or more variants in order to compare their performance and make data-driven decisions. This skill is crucial in order to optimize website design, user experience, and marketing campaigns.
Data Analysis
Data Analysis is the process of inspecting, cleaning, transforming, and modeling data to uncover useful insights and patterns. In the context of A/B Testing, data analysis is essential to interpret experimental results, validate hypotheses, and determine statistically significant differences between variants.
A/B Testing Integrations
A/B Testing Integrations refer to the ability to integrate A/B testing tools with other systems or platforms such as web analytics tools, customer relationship management (CRM) software, or marketing automation platforms. This skill ensures smooth data flow, accurate tracking, and enables advanced targeting and personalization.
A/B Testing Web Applications
A/B Testing Web Applications involves the implementation and execution of A/B tests specifically for web-based applications or websites. This skill includes knowledge of front-end development, HTML, CSS, JavaScript, and familiarity with web analytics and tracking tools.
A/B Testing Conversions
A/B Testing Conversions focuses on measuring and optimizing conversion rates, which is the percentage of visitors who complete a desired action on a website such as making a purchase, subscribing to a newsletter, or filling out a form. This skill helps businesses improve their online marketing strategies, enhance user experiences, and drive meaningful outcomes.
Full list of covered topics
The actual topics of the questions in the final test will depend on your job description and requirements. However, here's a list of topics you can expect the questions for A/B Testing Test to be based on.
Test design
Sample size calculation
Hypothesis testing
Control and treatment groups
Randomization
Data collection
Statistical analysis
Confidence intervals
A/B testing metrics
Data visualization
Segmentation
Statistical significance
Null and alternative hypotheses
Power analysis
Multivariate testing
Experimental bias
Data interpretation
Conversion rate optimization
User experience optimization
Experimental design
Ethical considerations
Data cleansing
A/B testing platforms
A/B testing reporting
A/B testing limitations
Statistical sampling
Data-driven decision making
Regression analysis
Correlation analysis
Factor analysis
Time series analysis
Data segmentation
Statistical inference
Data manipulation
Statistical models
Data-driven insights
Survey design
Data collection tools
Statistical hypothesis
Data analysis techniques
Data validation
Data visualization tools
Conversion rate analysis
Statistical significance testing
Data-driven decision making
Experimental control
Statistical tests
Cohort analysis
User behavior analysis
Analytics tools
Data analytics workflow
Statistical software tools
A/B testing implementation
Data-driven marketing
Data-driven optimization
A/B testing best practices
Data analysis skills

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What roles can I use the A/B Testing Test for?

Data Analyst
Marketing Analyst
Product Manager
Business Analyst
Data Scientist

How is the A/B Testing Test customized for senior candidates?

For intermediate/ experienced candidates, we customize the assessment questions to include advanced topics and increase the difficulty level of the questions. This might include adding questions on topics like

Designing experiments for different user segments
Using statistical methods in data analysis
Performing A/B testing on large datasets
Implementing A/B testing best practices
Evaluating user experience in A/B testing
Interpreting A/B test results accurately
Creating effective test variations
Optimizing test duration and sample size
Monitoring A/B tests in real-time
Providing actionable recommendations

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The hiring managers felt that through the technical questions that they asked during the panel interviews, they were able to tell which candidates had better scores, and differentiated with those who did not score as well. They are highly satisfied with the quality of candidates shortlisted with the Adaface screening.

85%

reduction in screening time

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A/B Online Test FAQs

Can I combine multiple skills into one custom assessment?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify. Here's a quick guide on how you can request a custom test.

Do you have any anti-cheating or proctoring features in place?

We have the following anti-cheating features in place:

Non-googleable questions
IP proctoring
Screen proctoring
Web proctoring
Webcam proctoring
Plagiarism detection
Secure browser
Copy paste protection

Read more about the proctoring features.

How do I interpret test scores?

The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.

What experience level can I use this test for?

Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.

Does every candidate get the same questions?

Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.