Skills assessment platform to identify qualified developers accurately using an intelligent chatbot with in-built code editor
Remote pair programming tool with shared code editor, compiler and audio/video call
Logical Reasoning, Numerical Reasoning, Verbal Reasoning, Data Interpretation, Critical Thinking, Data Analysis and 20+ other aptitude tests
Spring, NodeJS, Django, ReactJS, HTML/CSS, Android and 25+ other popular frameworks
SQL, MySQL, MSSQL, PostgreSQL and 15+ other database skills
English, Excel, Business Analyst and Accounting
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These are just a small sample from our library of 10,000+ questions. The actual questions on this test will be non-googleable.
Which of the following set of shapes can be assembled to create the...
A badminton coach was trying to put together a team of 4 players fo...
Shown below is a group of 4 objects, which might be rotated in diff...
The following graph shows the ratio of exports to imports for Singa...
The CEO of Snipr. Inc wants to grow monthly gross profit by 4%. If ...
The images show a folded sheet of paper in progression. The dashed ...
The following graph shows the percentage of people who voted in the...
During the weekly meeting, our marketing manager mentioned that we ...
"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
Customized by subject matter experts to cater to job roles for all experience levels (fresh grads to 8-10 years) within your organization.
Adaface assessments have an average test taking rate of 86% as compared to an industry standard of 50%.
Adaface assessments have relevant questions that test for on-the-job skills. We do not expect candidates to solve puzzles/ trick questions.
"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."
- Human Resources Manager, Singapore Government
Adaface Fluid Intelligence Test will be customized to accurately evaluate on-the-job skills required for your role.
This assessment test is useful when you are hiring candidates for roles like - Graduates, Freshers, Managers, Data Analyst, System Admin, Front-office roles.
Adaface Fluid Intelligence Test helps recruiters and hiring managers to 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 expensive engineering time by filtering out unqualified candidates.
Employees that score high in the Fluid Intelligence Test are up to 9% more productive.
The Adaface Fluid Intelligence Test screens for the typical skills recruiters look for in a potential candidate:
The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The Fluid Intelligence Test is ideal for helping recruiters identify which candidates have the cognitive ability and reasoning skills to do well on the job.
The Adaface Fluid Intelligence test will consist of ~25 MCQs crafted by subject-matter experts in the domain and will cover a broad spectrum of topics within abstract reasoning, spatial reasoning, and creativity. Use this Fluid Intelligence Online Quiz to streamline your hiring process.
The Fluid Intelligence Online test is designed to test the candidates for cognitive ability and reasoning skills.
Here is a list of topics (only for reference, actual topics and questions for your custom assessment will be chosen by our subject-matter experts based on your job description/ ideal engineer persona).
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Fluid intelligence is the ability of an individual to think and reason abstractly and solve unfamiliar tasks. Fluid intelligence in the workplace can be evaluated through problems that measure abstract reasoning, spatial reasoning, and creativity.
An abstract reasoning test measures the candidate's non-verbal ability to reason logically. It is measured using the Raven’s Progressive Matrices, which are a set of multiple-choice questions first developed by Dr. John C. Raven in 1936. For each question, the candidate is asked to identify the missing item that completes the entire pattern. Patterns in the question can be presented in the form of a 4x4, 3x3, or 2x2 matrix.
Spatial Reasoning measures the ability of a candidate to visualize and complex two-dimensional and three-dimensional rotation of plans and/or shapes.
Creativity tests measure the creative potential of a candidate. This also includes "outside-the-box" solutions to solve business problems. Some of the commonly used tools to measure creativity are listed below.
1. Guilford’s test of Divergent Thinking:
It is also known as the Alternative Uses Test. The test measures an applicant's divergent thinking, wherein they are tasked with finding as many uses as possible for a simple list of objects. The applicant is then scored on the basis of the following:
2. Remote Associates Test:
The Remote Associates Test (RAT) is used to determine a candidate's creative potential. The candidate is tasked with questions each of which consists of three common unrelated words and must answer a fourth word which related to each of the first three words.
3. Torrance Tests of Creative Thinking:
The Torrance Tests of Creative Thinking (TTCT) for fluid intelligence uses a Figural test that uses Picture Construction, Picture Completion, and Parallel Lines to measure creative thinking.
You should expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.
Here's what's different with Adaface:
We have the following anti-cheating features in place:
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing 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 60%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
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.
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 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.
No. Unfortunately, we do not support practice tests at the moment.
You can check out our pricing plans here.
You can sign up for free and check out the platform here. The dashboard has a sample assessment for you to review the quality of questions and check out the candidate experience of a chat based assessment. Since our questions are premium, we are unable to share sample questions for a particular skill/ technology. You can also review our sample public questions here.
Check out our quick guide on requesting a custom assessment here.
The Abstract Reasoning test is also called as a conceptual reasoning test or an inductive reasoning test. Abstract reasoning is the non-verbal ability of an individual to understand complex concepts and patterns to arrive at a logical conclusion.
Employers commonly use abstract reasoning tests to measure the intellectual potential of candidates, which are independent of educational and cultural backgrounds. Abstract reasoning tests are most popular in industries such as military, IT, and engineering, where the following skills are seen as essential skills:
These skills are considered very important in occupations where candidates are required to make decisions based on the information they possess, rather than by following established procedures.
1. Choose the most appropriate
test for your role
2. Start inviting candidates to
complete the assessment
3. Receive real time
notifications and shortlist the best candidates
1. Get a custom assessment from
our library of 700+ skills within 48 hours
2. Start inviting candidates to
complete the assesment
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience. Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.
Tired of traditional assessments with trick questions and low completion rates?
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
The best practices for implmenting pre-employment testing in your company.
We evaluated several of their competitors and found Adaface to be the most compelling. Great default library of questions that are designed to test for fit rather than memorization of algorithms.
(100% free to get started, no credit card required)
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