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About the test:

The HR test evaluates a candidate's ability to address common workplace challenges in staffing, aligning employee behavior with business goals, and utilizing HR software to provide comprehensive support to management and staff.

Covered skills:

  • Human Resource Management Fundamentals
  • Critical Thinking
  • Situational Judgement
  • Talent Pipeline Management
  • Talent Acquisition Fundamentals
  • Abstract Reasoning
  • Conflict Management

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9 reasons why
9 reasons why

Adaface HR Assessment Test is the most accurate way to shortlist HR Managers



Reason #1

Tests for on-the-job skills

The HR 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:

  • Efficiently conduct talent acquisition activities
  • Effectively manage human resource functions
  • Demonstrate critical thinking skills in problem-solving
  • Apply abstract reasoning to analyze complex situations
  • Make informed judgments based on situational context
  • Manage conflicts in a constructive and fair manner
  • Develop and maintain a talent pipeline
  • Utilize HR management fundamentals for decision-making
Reason #2

No trick questions

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.

View sample questions

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 HR Test will be non-googleable.

🧐 Question

Medium

Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency
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QuantumLeap has recently posted a job listing for a Senior Software Developer role and received an overwhelming response of over 3,000 applications. With the engineering team preoccupied with urgent product development, the HR department must filter through the applications in a manner that ensures a high-quality shortlist without overtaxing the team's limited interviewing capacity. QuantumLeap values innovative problem-solving and coding efficiency, alongside a strong alignment with its proactive and collaborative company culture. 

Given the circumstances, what strategy should the HR team employ to effectively narrow down the candidate pool while maintaining the integrity and equity of the recruitment process?
A: Launch an automated initial screening using AI-powered tools to evaluate technical skills and cultural fit indicators from the resumes, followed by a standardized coding test to further refine the candidate pool.

B: Request candidates to submit a one way video pitching a solution to a common industry problem, providing insights into their communication, problem-solving skills, and creativity, which will be assessed by a panel of HR and select engineering team members.

C: Organize a hackathon event where applicants can participate remotely, solving real-world problems that reflect the job's responsibilities, judged by leading engineers and HR for technical and cultural fit.

D: Develop a remote multi-stage screening assessment starting with a problem-solving test followed by a timed coding test to identify top candidates for the engineering team to interview.

E: Conduct an AI-driven analysis of past projects and coding samples submitted by candidates to predict future performance and cultural fit, with subsequent interviews conducted by HR for the top-scoring candidates.

F: Implement a peer-review system where candidates evaluate each other’s code from a provided challenge, with HR overseeing the process to ensure it aligns with the company's collaborative culture.

G: Initiate a series of technical webinars led by the engineering team, followed by an open Q&A, to gauge interest in the role.

H: Require candidates to complete a comprehensive online course related to the job's tech stack, with a final exam that certifies their proficiency and readiness for the role.

Easy

Streamlining Recruitment Metrics
Recruitment Metrics
Data-Driven Decision Making
Strategic Planning
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As the lead HR professional at a growing startup, you are tasked with developing a set of recruitment metrics that will help the company understand the effectiveness of its hiring process and its impact on business outcomes. Considering the need for a balance between efficiency and strategic insight, which combination of metrics would provide the most comprehensive overview without overwhelming the team with data?
A: Source of Hire, Candidate Net Promoter Score, Interview-to-Offer Ratio, New Hire Performance, Diversity of New Hires

B: Applicant Drop-off Rate, Time-to-Productivity, Recruitment Funnel Effectiveness, Cost of Vacancy, Staffing Agency Fees

C: Time-to-Hire, Candidate Experience Rating, Hiring Manager Satisfaction, Employee Lifetime Value, Attrition Rate

D: Time-to-Fill, Quality of Hire, Cost-per-Hire, Offer Acceptance Rate, Employee Turnover Rate

E: Time-to-Fill, Cost-per-Hire, First-Year Attrition, Hiring Velocity, Percentage of Open Positions

F: Hiring Manager Feedback, New Hire Ramp-Up Time, Offer Decline Reasons, Internal Mobility Rate, Training Investment Return

G: Employee Referral Rate, Recruitment Channel Effectiveness, Time-to-Promotion, Interview Scheduling Efficiency, Pre-hire Assessment Accuracy

H: Job Offer Conversion Rate, Post-hire Job Performance, Recruitment Marketing ROI, Candidate Job Fit, Talent Pool Growth

Easy

Balancing Autonomy and Team Synergy
Employee Development
Team Integration
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In a fast-paced tech environment at Crafters, you are faced with the challenge of integrating individual contributors like Jamie, who are technically stellar but less inclined towards team activities. Their solitary contributions have been pivotal, yet their aloofness is creating friction within the team, which could impede collective progress. As the HR manager, your goal is to harness Jamie's potential while nurturing a collaborative team spirit. What strategy would you employ to ensure both the individual’s growth and the team's success?
A: Create a peer recognition program that incentivizes both individual achievements and collaborative successes.

B: Implement a rotating team leadership model where Jamie takes on leadership roles in phases, promoting engagement.

C: Initiate a 'shadow and learn' program, pairing Jamie with team members on a project basis to encourage mutual understanding.

D: Designate Jamie as a subject matter expert, offering consultation to the team while continuing their solo projects.

E: Develop a specialized task force with Jamie that tackles complex problems, requiring occasional cross-team collaboration.

Easy

Structuring Sales Commission
Compensation Strategy
Sales Performance
Incentivization
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Your company, Zipp, is a mid-sized SaaS provider looking to expand its market share in a highly competitive industry. To drive this growth, the sales team's commission structure needs to be realigned to incentivize new client acquisition without neglecting existing client upsells. What commission structure could Zipp implement to balance the pursuit of new business while maintaining and growing its existing client base?
A: Offer a flat commission rate for all sales, regardless of whether they are new client acquisitions or existing client upsells, to avoid any perceived bias.

B: Introduce a tiered commission model that provides higher rates for new client acquisitions up to a certain quota, after which the commission rate for upsells increases.

C: Implement a hybrid commission model that pays a higher percentage for new business in the first six months, then shifts the focus to upsells with increased rates thereafter.

D: Establish a bonus pool that is distributed quarterly among the sales team, with bonuses allocated based on a combination of new client acquisitions and client retention rates.

E: Create a differentiated commission plan that offers a higher base rate for upsells, recognizing the value of customer retention, with substantial bonuses for breaking into new markets.

Medium

Claims for a new drug Xylanex
Critical Thinking
Evaluating Arguments
Identifying Assumptions
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A pharmaceutical company claims that their new drug, Xylanex, is highly effective in treating a specific medical condition. They provide statistical data from a clinical trial to support their claim. However, a group of scientists has raised concerns about the validity of the study design and potential bias in the data collection process. They argue that the results may be inflated and not truly representative of the drug's effectiveness.

Which of the following assumptions is necessary to support the pharmaceutical company's claim?
A: The clinical trial participants were randomly selected and representative of the target population.
B: The scientists raising concerns have a conflict of interest and are biased against the pharmaceutical company.
C: The statistical analysis of the clinical trial data was conducted by independent experts.
D: The medical condition being treated by Xylanex is widespread and affects a large number of individuals.
E: The pharmaceutical company has a proven track record of developing effective drugs for similar medical conditions.

Medium

Emma's cafe business
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Emma's cafe has been operating successfully for the last 6 years. Profits have been growing every year, with this year (2020) being their best year so far. As a thank you, Emma treated her staff to a meal at a Michelin star restaurant. 
 image
Below are 3 statements about Emma, her staff and her cafe. Can you help us decide whether the 3 statements are "True", "Probably True", "Insufficient Data to Say True or False", "Probably False", or "False".

1. Emma's staff members are happy.
2. Emma's cafe did well in 2016.
3. Emma is rich.

A: True
B: False
C: Probably True
D: Probably False
E: Insufficient Data

Medium

Ivory's new startup
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Statement: Ivory started a new startup. We know for a fact that almost all startups fail within the first 2 years. 
Conclusion: Ivory's startup will fail.
Does the conclusion follow from the statement?

Medium

Missing element
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Which of the following figures do you think would complete the pattern shown below?
 image
 image

Easy

Missing element
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Which of the following figures do you think would complete the pattern shown below?
 image
🧐 Question🔧 Skill

Medium

Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency

2 mins

Talent Acquisition
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Easy

Streamlining Recruitment Metrics
Recruitment Metrics
Data-Driven Decision Making
Strategic Planning

2 mins

Talent Acquisition
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Easy

Balancing Autonomy and Team Synergy
Employee Development
Team Integration

2 mins

Human Resource Management
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Easy

Structuring Sales Commission
Compensation Strategy
Sales Performance
Incentivization

2 mins

Human Resource Management
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Medium

Claims for a new drug Xylanex
Critical Thinking
Evaluating Arguments
Identifying Assumptions

2 mins

Critical Thinking
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Medium

Emma's cafe business

2 mins

Critical Thinking
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Medium

Ivory's new startup

2 mins

Critical Thinking
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Medium

Missing element

2 mins

Abstract Reasoning
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Easy

Missing element

2 mins

Abstract Reasoning
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🧐 Question🔧 Skill💪 Difficulty⌛ Time
Streamlining High-Volume Technical Recruitment
Recruitment Strategy
Technical Assessment
Process Efficiency
Talent Acquisition
Medium2 mins
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Streamlining Recruitment Metrics
Recruitment Metrics
Data-Driven Decision Making
Strategic Planning
Talent Acquisition
Easy2 mins
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Balancing Autonomy and Team Synergy
Employee Development
Team Integration
Human Resource Management
Easy2 mins
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Structuring Sales Commission
Compensation Strategy
Sales Performance
Incentivization
Human Resource Management
Easy2 mins
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Claims for a new drug Xylanex
Critical Thinking
Evaluating Arguments
Identifying Assumptions
Critical Thinking
Medium2 mins
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Emma's cafe business
Critical Thinking
Medium2 mins
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Ivory's new startup
Critical Thinking
Medium2 mins
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Missing element
Abstract Reasoning
Medium2 mins
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Missing element
Abstract Reasoning
Easy2 mins
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Reason #4

1200+ customers in 75 countries

customers in 75 countries
Brandon

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 HR 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 HR 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.

invite candidates
Reason #7

Detailed scorecards & benchmarks

View sample scorecard
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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.

test completion rate
Reason #9

Advanced Proctoring


Learn more

About the HR Online Test

Why you should use Pre-employment HR Test?

The HR 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:

  • Talent acquisition strategies for effective recruitment
  • Human resource management principles and practices
  • Critical thinking skills for problem-solving in HR
  • Abstract reasoning to analyze complex HR scenarios
  • Situational judgement in HR decision-making
  • Conflict management techniques in HR
  • Talent pipeline management for future staffing needs
  • Performance management and evaluation processes
  • Compensation and benefits administration
  • Employee relations and engagement strategies

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 HR Test?

  • Human Resource Management Fundamentals

    Human Resource Management Fundamentals focuses on the core principles and practices involved in effectively managing an organization's workforce. It encompasses areas such as recruitment, training, performance management, employee relations, and compliance with employment laws. Measuring this skill in the test allows recruiters to assess candidates' knowledge and understanding of foundational HR concepts.

  • Talent Acquisition Fundamentals

    Talent Acquisition Fundamentals centers on the strategies and techniques used to attract, identify, and select the best candidates for job positions. It covers areas like job posting, screening, interviewing, and making hiring decisions. Evaluating this skill in the test enables recruiters to gauge candidates' proficiency in key talent acquisition processes.

  • Critical Thinking

    Critical Thinking involves the ability to analyze, evaluate, and generate logical and reasoned arguments. It requires individuals to gather and assess relevant information, identify patterns, draw valid conclusions, and make sound decisions. Assessing this skill in the test allows recruiters to determine candidates' capacity for problem-solving and decision-making in HR-related scenarios.

  • Abstract Reasoning

    Abstract Reasoning assesses candidates' ability to analyze and synthesize complex information, identify patterns, and draw inferences without relying on prior knowledge or domain-specific content. It measures individuals' aptitude for logical reasoning, conceptual thinking, and identifying relationships between non-verbal or symbolic elements. Including this skill in the test provides insight into candidates' cognitive abilities and their potential to handle HR-related challenges.

  • Situational Judgement

    Situational Judgement evaluates candidates' capability to assess and respond appropriately to work-related scenarios and dilemmas. It measures their ability to analyze situations, consider multiple perspectives, weigh the pros and cons, and make decisions that align with ethical and organizational considerations. Measuring this skill in the test helps recruiters assess candidates' judgment, problem-solving, and ethical decision-making abilities in HR contexts.

  • Conflict Management

    Conflict Management focuses on candidates' understanding of conflict resolution strategies, techniques, and principles. It assesses their ability to identify, analyze, and effectively address workplace conflicts, promoting constructive dialogue, and facilitating positive outcomes. Evaluating this skill in the test provides recruiters with insights into candidates' conflict resolution skills, interpersonal competencies, and ability to foster a harmonious work environment.

  • Talent Pipeline Management

    Talent Pipeline Management assesses one's ability to design, develop, and maintain a robust talent pool for present and future organizational needs. It encompasses activities like succession planning, talent identification, career development initiatives, and implementing strategies to attract and retain high-potential employees. Including this skill in the test allows recruiters to evaluate candidates' competency in proactively managing talent pipelines, ensuring a sustainable talent pool for organizational growth.

  • 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 HR Test to be based on.

    Recruitment process
    Interview techniques
    Selection criteria
    Candidate evaluation
    Employee onboarding
    Performance management
    Employee engagement
    Organizational culture
    Compensation and benefits
    Legal compliance
    Strategic workforce planning
    Talent acquisition strategies
    Job analysis and design
    Employment branding
    Employment equity
    Psychometric assessments
    Succession planning
    Training and development
    Conflict resolution
    Workplace diversity
    Change management
    Rewards and recognition
    HR analytics
    Employment law
    Ethics and professional conduct
    Recruitment metrics
    Compensation benchmarking
    Labor relations
    Employee relations
    Employee satisfaction surveys
    HR policies and procedures
    Job performance evaluation
    Corporate social responsibility
    Data-driven decision making
    Workforce diversity management
    Employee retention strategies
    HR budgeting
    Cost analysis and control
    Leadership development programs
    Employee motivation techniques
    HR technology trends
    Strategic HR planning
    Job satisfaction measurement
    Employee benefits administration
    Employee discipline
    Employment contracts
    Talent assessment tools
    Succession management programs
    Performance appraisal systems
    Workplace safety and health
    Team building activities
    Work-life balance initiatives
    HR performance metrics
    HR outsourcing
    Employee grievances handling
    HR best practices
    HR software solutions
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What roles can I use the HR Test for?

  • HR Manager
  • Recruiter
  • Training and Development Specialist
  • HR Consultant
  • HR Generalist

How is the HR 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

  • HR compliance and legal regulations
  • HRIS implementation and data management
  • Employee onboarding and offboarding procedures
  • Strategic workforce planning and forecasting
  • Training and development programs for skill enhancement
  • Succession planning and talent retention strategies
  • Diversity and inclusion initiatives in HR
  • Change management and organizational development
  • Labor relations and union negotiation skills
  • Workplace health and safety regulations
  • Strategic HR planning and goal-setting
Singapore government logo

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

HR Hiring 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.

I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

What is the cost of using this test?

You can check out our pricing plans.

Can I get a free trial?

Yes, you can sign up for free and preview this test.

I just moved to a paid plan. How can I request a custom assessment?

Here is a quick guide on how to request a custom assessment on Adaface.

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