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About the test:

The SAS Online Test uses scenario-based MCQs to evaluate candidates on their knowledge of SAS software, including their proficiency in working with data manipulation, data analysis, and report generation. The test also evaluates a candidate's familiarity with statistical modeling, forecasting, and predictive modeling using SAS. The test aims to evaluate a candidate's ability to work with SAS software effectively and develop applications that utilize SAS efficiently.

Covered skills:

  • Message Queues
  • Sorting Difficult
  • Job Status Manager
  • Registering Tables and Cubes
  • Dimensions
  • SAS metadata server
  • Data Integration
  • Application starting

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9 reasons why
9 reasons why

Adaface SAS Assessment Test is the most accurate way to shortlist SAS DI Developers



Reason #1

Tests for on-the-job skills

The SAS 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:

  • Proficient in using SAS message queues for efficient communication between processes
  • Ability to effectively work with dimensions in SAS for data analysis and visualization
  • Skilled in solving complex sorting problems in SAS
  • In-depth understanding of SAS metadata server and its role in managing metadata
  • Proficient in using SAS Job Status Manager for monitoring and controlling job execution
  • Expertise in SAS Data Integration for efficient data transformation and integration
  • Ability to register tables and cubes in SAS for easy data access and analysis
  • Knowledge of application starting in SAS to ensure proper initialization and execution
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
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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

These are just a small sample from our library of 10,000+ questions. The actual questions on this SAS Test will be non-googleable.

🧐 Question

Medium

OUTPUT
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Which of the following statements are correct about the program shown below?
 image
A: The OUTPUT statement writes current values to the dataset immediately 
B: In this case, last value for Year in the new data set is 2020 
C: The OUTPUT statement overrides the automatic output at the end of the DATA step 
D: The DO loop performs 20 iterations

Easy

Variables
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The data set adaface.sales contains ten variables. Given this DATA step, how many variables does the descriptor portion of work.comp contain?
 image
🧐 Question🔧 Skill

Medium

OUTPUT

2 mins

SAS
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Easy

Variables

2 mins

SAS
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🧐 Question🔧 Skill💪 Difficulty⌛ Time
OUTPUT
SAS
Medium2 mins
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Variables
SAS
Easy2 mins
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Reason #4

1200+ customers in 75 countries

customers in 75 countries
Brandon

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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Reason #5

Designed for elimination, not selection

The most important thing while implementing the pre-employment SAS 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 SAS 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

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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 SAS Online Test

Why you should use Pre-employment SAS Test?

The SAS 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:

  • Creating and managing Message Queues using SAS
  • Working with Dimensions in SAS for data manipulation and analysis
  • Handling complex Sorting Difficulties in SAS
  • Utilizing SAS metadata server for efficient data management

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 SAS Test?

  • Message Queues

    Message Queues are a form of asynchronous communication where messages are sent between applications or services. They serve as a buffer, allowing applications to communicate without requiring immediate responses. Measuring this skill in the test helps assess the candidate's understanding of handling asynchronous communication and designing robust and scalable systems.

  • Dimensions

    In the context of data analysis, dimensions refer to the attributes or variables that describe the characteristics of data. Measuring this skill in the test allows recruiters to evaluate a candidate's ability to analyze and interpret data using various dimensions, such as time, location, and product categories.

  • Sorting Difficult

    Sorting Difficult refers to the challenges faced while implementing sorting algorithms. It assesses a candidate's knowledge and understanding of different sorting techniques and their efficiency in terms of time and space complexity. Measuring this skill helps evaluate a candidate's problem-solving abilities and algorithmic thinking.

  • SAS metadata server

    The SAS metadata server is a centralized repository that stores and manages metadata, such as definitions, configuration settings, and security information, for SAS applications and solutions. Measuring this skill in the test enables recruiters to assess a candidate's expertise in working with SAS metadata server, which is crucial for effective management and organization of SAS resources.

  • Job Status Manager

    The Job Status Manager is a component of SAS that enables monitoring and tracking the execution status of scheduled jobs or processes. This skill measures a candidate's proficiency in utilizing the Job Status Manager to monitor job execution, troubleshoot issues, and ensure smooth workflow management.

  • Data Integration

    Data Integration involves merging and consolidating data from multiple sources into a unified view. Measuring this skill in the test allows recruiters to assess a candidate's ability to integrate and transform data, ensuring data quality and consistency across various systems and applications.

  • Registering Tables and Cubes

    Registering Tables and Cubes involves defining metadata for data tables and multidimensional cubes within SAS. Measuring this skill helps evaluate a candidate's proficiency in registering and managing data assets, enabling efficient data discovery, access, and analysis.

  • Application starting

    Application starting refers to the process of initializing and launching an application. Measuring this skill in the test helps assess a candidate's understanding of application lifecycle, startup processes, and dependencies, ensuring smooth and efficient application execution.

  • 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 SAS Test to be based on.

    SAS message queues
    Dimensions in SAS
    Sorting in SAS
    SAS metadata server
    Job Status Manager in SAS
    SAS Data Integration
    Registering tables and cubes in SAS
    Application starting in SAS
    Data analysis in SAS
    Data visualization in SAS
    SAS programming
    SAS macro language
    SAS data steps
    SAS proc steps
    SAS data sets
    SAS functions
    SAS formats
    SAS libraries
    SAS enterprise guide
    SAS DI Studio
    SAS grid computing
    SAS stored processes
    SAS OLAP cube studio
    SAS metadata
    SAS data integration studio
    SAS management console
    SAS administration
    SAS data quality
    SAS information maps
    SAS data mining
    SAS statistical analysis
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What roles can I use the SAS Test for?

  • SAS DI Developer
  • SAS Developer - Data Integration

How is the SAS 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

  • Managing Job Status using SAS Job Status Manager
  • Implementing Data Integration techniques in SAS
  • Registering Tables and Cubes in SAS
  • Understanding the Application starting process in SAS
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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.


85%
reduction in screening time

SAS 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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