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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.

Screen candidates with a 30 mins test

Test duration:  ~ 30 mins
Difficulty level:  Moderate
Availability:  Available as custom test
  • 15 SAP SuccessFactors MCQs
Covered skills:
Employee Central / Advanced Reporting
Role Based Permissions
Foundation Object
Advanced Requests
Workforce Management
Global Assignment Management
Global Benefits
Work Seniority

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Use the SAP SF Assessment Test to shortlist qualified candidates

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

Screen candidates with the highest quality 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

Test candidates on core SAP SF Hiring Test topics

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.

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Have questions about the SAP SF Hiring Test?

How does pricing work?

You can check out our pricing plans.

Can I customize the test?

Yes, absolutely. Custom assessments are set up within 48 hours 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. You can also customize a test by uploading your own questions.

Can I combine multiple skills into one test?

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.

What roles can I use the SAP SF Assessment Test for?

Here are few roles for which we recommend this test:

  • SuccessFactors Employee Central Consultant
  • Cloud Support Engineer (SAP SuccessFactors)
Can I see a sample test, or do you have a free trial?


The free trial includes one sample technical test (Java/ JavaScript) and one sample aptitude test that you will find in your dashboard when you sign up. You can use it to review the quality of questions and the candidate experience of giving a test on Adaface.

You can preview any of the 500+ tests and see the sample questions to decide if it would be a good fit for your requirements.

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.

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.

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