The HTML Online Test is preferred by recruiters to assess on-the-job skills of candidates before an interview. It reduces technical screening time by 80% by enabling employers to identify qualified candidates.
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
These are just a small sample from our library of 10,000+ questions. The actual questions on this HTML Online Test will be non-googleable.
| 🧐 Question | 🔧 Skill | 💪 Difficulty | ⌛ Time |
|---|---|---|---|
Column widths | HTML/CSS | Easy | 2 min |
Links | HTML/CSS | Medium | 2 min |
Footer List | HTML/CSS | Easy | 2 min |
Options | HTML/CSS | Medium | 2 min |
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 500+ skills within 48 hours
2. Start inviting candidates to complete the assesment
3. Receive real time notifications and shortlist the best candidates
Evaluate HTML/ CSS technical and coding skills with Adaface skills assessment platform powered by an intelligent chatbot
The actual score distributon will vary based on your candidate pipeline quality, but you should typically 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.
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
TRADITIONAL TESTS
Theoretical questions/ puzzles
Feels like a test
One-size-fits-all assessments
ADAFACE ASSESSMENTS
Questions for on-the-job skills
Conversational
Customized
assessments
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:
Read more the proctoring features.
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.
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/ 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.
No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.
You can check out our pricing plans.
The platform is completely self-serve, so here's one way to proceed:
Here is a quick guide on how to request a custom assessment on Adaface.
"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."
What it is, types and benefits, reservations against them, the rise of candidate friendly assessments and AI tools, and the best practices for implementing pre-employment testing in your company.
Most engineers today frown at the idea of completing a coding test, and over 50% straight out refuse to do status quo assessments (based on our research with 100+ companies in SEA).
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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