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SAP SF Test

The SAP SF Online Test uses scenario-based MCQs to evaluate candidates on their knowledge and skills in areas such as employee central, recruitment, onboarding, performance and goals management, learning, and succession planning. This test aims to assess candidates' understanding of fundamental concepts and their ability to apply them to real-world scenarios, as well as their familiarity with SAP SuccessFactors platform and related technologies.

Covered skills:

  • Employee Central / Advanced Reporting
  • Role Based Permissions
  • Foundation Object
  • Advanced Requests
  • Workforce Management
  • Global Assignment Management
  • Global Benefits
  • Work Seniority

About the SAP SF Assessment Test


The SAP SF 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:

  • Able to configure and manage Employee Central in SAP SuccessFactors
  • Proficient in creating advanced reports using Advanced Reporting in SAP SuccessFactors
  • Knowledgeable in managing role-based permissions in SAP SuccessFactors
  • Skilled in working with foundation objects in SAP SuccessFactors
  • Capable of handling advanced requests in SAP SuccessFactors
  • Experienced in workforce management in SAP SuccessFactors
  • Familiar with global assignment management in SAP SuccessFactors
  • Understanding of global benefits in SAP SuccessFactors
  • Competent in managing work seniority in SAP SuccessFactors

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Use Adaface tests trusted by recruitment teams globally. Adaface skill assessments measure on-the-job skills of candidates, providing employers with an accurate tool for screening potential hires.

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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
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Why you should use Pre-employment SAP SF Test?

The SAP SF (SuccessFactors) 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:

  • Manage Employee Central module to support core HR processes
  • Maintaining Foundation Objects such as Job Code, Position, and Organization
  • Implementing Role Based Permissions to ensure data security and proper access control within the system
  • Managing Advanced Requests like Employee Transfer, Promotion, and Termination
  • Create custom reports and dashboards for data analysis
  • Global Assignment Management to handle international employee transfers and assignments
  • Manage Global Benefits module to support employee benefits enrollment and administration

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 SAP SF Test?

Employee Central / Advanced Reporting: Employee Central is a core HR system in SAP SuccessFactors that helps in managing employee data, such as personal information, organizational hierarchy, and job information. Advanced Reporting, on the other hand, is a powerful tool that allows users to create custom reports by extracting data from Employee Central. This skill is measured in the test to assess a candidate's ability to effectively use and navigate through Employee Central as well as generate meaningful reports using Advanced Reporting.

Role Based Permissions: Role Based Permissions refer to the assigning and managing of access rights to users based on their roles within an organization. In SAP SuccessFactors, it involves defining user roles and granting or restricting access to various modules and data based on those roles. This skill is included in the test to evaluate a candidate's proficiency in setting up and configuring role-based permissions, ensuring data security and proper access controls within the system.

Foundation Object: Foundation Objects are the building blocks of any HR system, providing a structured way to define and store essential data elements. In SAP SuccessFactors, Foundation Objects form the basis for various HR processes and modules by representing key entities like job positions, organizations, and locations. Measuring this skill in the test helps to assess a candidate's understanding of how to create, manage, and link Foundation Objects, which is crucial for accurate data maintenance and efficient system operations.

Advanced Requests: Advanced Requests in SAP SuccessFactors refer to the ability to create and manage complex HR transactions or processes beyond the standard functionality. By measuring this skill in the test, recruiters can evaluate a candidate's capability to handle advanced use cases, such as cross-functional approvals, custom workflows, and unique employee request scenarios, demonstrating their expertise in leveraging the system's flexibility and customization options.

Workforce Management: Workforce Management in SAP SuccessFactors involves overseeing and optimizing an organization's workforce to meet operational requirements and business objectives. This includes workforce planning, labor scheduling, absence management, and time tracking. Measuring this skill in the test allows recruiters to assess a candidate's understanding of how to effectively configure and utilize the Workforce Management module within SAP SuccessFactors to efficiently manage employee schedules, time data, and absence records.

Global Assignment Management: Global Assignment Management in SAP SuccessFactors pertains to managing international employee assignments, such as global transfers, extended business trips, or international relocations. This involves handling complex processes, compliance regulations, and tracking assignment-related data. Through this skill measurement, recruiters can evaluate a candidate's proficiency in utilizing the Global Assignment Management module to effectively manage and administer global assignments, ensuring compliance and facilitating seamless international workforce mobility.

Global Benefits: Global Benefits refers to the management and administration of employee benefits programs on a global scale. In SAP SuccessFactors, this involves configuring and maintaining various benefit plans, such as health insurance, retirement plans, and employee perks, while considering country-specific requirements and compliance regulations. Assessing this skill in the test allows recruiters to gauge a candidate's ability to navigate and configure the Global Benefits module, ensuring accurate benefit plan setup and administration for a diverse global workforce.

Work Seniority: Work Seniority, also known as length of service, is the duration of time an employee has been employed by an organization. Measuring this skill in the test helps recruiters in assessing a candidate's familiarity with SAP SuccessFactors functionalities related to tracking and managing work seniority data, such as defining eligibility rules, calculating seniority-based entitlements, and generating seniority reports. It provides insights into a candidate's knowledge of tracking employee tenure effectively within the system.

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 SAP SF (SuccessFactors) Test to be based on.

Managing employee data
Creating custom reports
Permission group configuration
Foundation object relationships
Advanced request configuration
Shift planning
Global assignment policies
Employee benefits administration
Seniority rules configuration
Company structure management
Ad hoc report creation
Role-based permissions setup
Foundation object maintenance
Leave request processing
Attendance tracking
Expatriate management
Benefits program setup
Tenure calculations
Job information management
Data import and export
Performance management reporting
Group permissions assignment
Position hierarchy maintenance
Time off processing
Internal job posting
Variable pay administration
Employee seniority analysis
Team management
Custom domain configuration
Ad hoc analytics creation
Role-based access controls
Business rule configuration
Shift scheduling
Compensation management
Payroll integration
Compensation benchmarking
Position management
Legal compliance reporting
Global assignment workflow
Total rewards administration
Employment status tracking
Succession planning
Performance goal setting
Position synchronization
Mass data maintenance
Workflow approval configuration
Compensation plans creation
Data privacy management
Employee engagement tracking
Learning management integration
Data modeling and mapping
Performance review administration
Career development planning
Integration with other HR systems
Performance calibration
Absence management
Offboarding process management
Employee self-service configuration
Data replication and synchronization
Audit and compliance monitoring
Succession pool identification
Continuous performance feedback
Payroll data validation
Employee record archiving
Mobile application integration
Performance analytics and metrics

What roles can I use the SAP SF Test for?

  • SuccessFactors Employee Central Consultant
  • Cloud Support Engineer (SAP SuccessFactors)

How is the SAP SF 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

  • Succession Planning and Talent Management processes
  • Managing Compensation and Variable Pay programs to attract and retain top talent
  • Understanding of Learning Management System
  • Manage Performance Management processes
  • SuccessFactors Recruiting module to streamline and optimize the hiring process
  • Maintaining Employee Central Payroll to accurately calculate and process employee salaries
  • Knowledge of Onboarding and Offboarding processes
  • Familiarity with Employee Central Service Center

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Have questions about the SAP SF Hiring Test?

What is SAP SF (SuccessFactors) Test?

The SAP SF (SuccessFactors) Test assesses a candidate's skills in using SAP SuccessFactors modules, focusing on areas like Employee Central, Advanced Reporting, and Global Benefits. HR professionals and recruiters use this test to find candidates with the right expertise.

What skills are evaluated in the SAP SF Test?

The SAP SF Test covers skills such as Employee Central, Advanced Reporting, Foundation Object, Global Assignment Management, and Work Seniority, among others. For senior roles, it also assesses Succession Planning, Talent Management, and Compensation Management.

How to use SAP SF Test in my hiring process?

Use the SAP SF Test as a pre-screening tool at the start of your recruitment. Add the assessment link to your job post or directly invite candidates via email.

Can I test SAP SF and SAP HCM together in a test?

Yes, you can combine SAP SF and SAP HCM in a single test. This allows for a comprehensive evaluation of a candidate's SAP skills. Check out our SAP HCM Test for more details.

What are the main SAP tests?

Besides the SAP SF Test, we offer a range of SAP assessments including:

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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Along with scorecards that report the performance of the candidate in detail, you also receive a comparative analysis against the company average and industry standards.

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