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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
  • Role Based Permissions
  • Advanced Requests
See all covered skills

9 reasons why
9 reasons why

Adaface SAP SF 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.

The Adaface SAP SF Online Test screens candidates for the typical skills recruiters look for SAP SF Employee Central Consultant roles:

  • BE/BTech/MCA/MBA
  • Knowledge of SAP HCM Success Factors Centralized employee management
  • SuccessFactors Employee Central Solution Certification
  • Excellent communication and presentation abilities are required, as well as the ability to work as part of a team
  • Excellent grasp of the Employee Life Cycle Management process in multinational corporations
  • Expertise in offering HCM Best Practices Consulting Services to Global Organizations and assisting customers in migrating to SAP HCM Cloud solutions
  • Working knowledge of MDF, foundation items, relationships, business rules, and workflows is required
  • Experience in Time-Off and EC payrolls
  • Expertise in translations
  • Strong learning capacity - agility and desire to learn new skills and swiftly adjust to new work and surroundings

The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for SAP SF Employee Central Consultant roles. Anti-cheating features enable you to be comfortable with conducting assessments online. The SAP SF Online Test is ideal for helping recruiters identify which candidates have the skills to do well on the job.

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.

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.

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.

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

About SAP SF Employee Central Consultant Roles

SAP SuccessFactors' core HR lifecycle manages employee data, self-services, payroll, time, benefits, tickets and problems, health and well-being, global data security and privacy, and diversity and inclusion.

Typical SAP SF Employee Central Consultant responsibilities include:

  • One end-to-end SAP SF implementation
  • Define business requirements and conduct a fit gap analysis between client needs and standard SuccessFactors Employee Central Solution requirements
  • Translate business requirements into System Configuration Objects and construct Solution Design for SuccessFactors Employee Management Solution in accordance with Best Practices Hands-on experience with all Data Models and great XML understanding
  • Configure the system in line with the Solution Design & Configuration Workbook / Business Blueprint
  • Upload translation packs for data model configuration and MDF
  • Prepare and Execute Test Case/Test Plan/Test Script

What roles can I use the SAP SF (SuccessFactors) Test for?

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

What topics are covered in the SAP SF Test?

SAP SuccessFactors

Sap SF
Integrate Employee Central
Succession Data Model
Country -Specific Succession Data Model
Corporate Data Model

HRIS Propagation Data Model is used for the Auto Population from Foundation Tables

Propagation Data Model
Data Model Workflow Rules Data Model
Event And Event Derivation Rules Data Model
4 Data Models

attribute pii=”true”

Masked Sensible Data

Document Type Definition

Event Derivation Rules
Workflow Rules
Employee Central Payroll System
Preventive Maintenance
Predictive Maintenance
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.

reduction in screening time


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.

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
  • Web proctoring
  • Webcam proctoring
  • Plagiarism detection
  • Secure browser

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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