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About the 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
  • Foundation Object
  • Workforce Management
  • Global Benefits
  • Role Based Permissions
  • Advanced Requests
  • Global Assignment Management
  • Work Seniority

9 reasons why
9 reasons why

Adaface SAP SF Assessment Test is the most accurate way to shortlist SuccessFactors Employee Central Consultants

Reason #1

Tests for on-the-job skills

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
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
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
Reason #4

1200+ customers in 75 countries

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

Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment SAP SF (SuccessFactors) 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 SAP SF (SuccessFactors) 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

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 SAP SF Online Test

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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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.

reduction in screening time

SAP SF 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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