Skills assessment platform to identify qualified developers accurately using an intelligent chatbot with in-built code editor
Remote pair programming tool with shared code editor, compiler and audio/video call
Logical Reasoning, Numerical Reasoning, Verbal Reasoning, Data Interpretation, Critical Thinking, Data Analysis and 20+ other aptitude tests
Spring, NodeJS, Django, ReactJS, HTML/CSS, Android and 25+ other popular frameworks
SQL, MySQL, MSSQL, PostgreSQL and 15+ other database skills
English, Excel, Business Analyst and Accounting
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These are just a small sample from our library of 10,000+ questions. The actual questions on this test will be non-googleable.
Emily spent the entire week at a client's site as part of the accou...
"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
Customized by subject matter experts to cater to job roles for all experience levels (fresh grads to 8-10 years) within your organization.
Adaface assessments have an average test taking rate of 86% as compared to an industry standard of 50%.
Adaface assessments have relevant questions that test for on-the-job skills. We do not expect candidates to solve puzzles/ trick questions.
"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."
- Human Resources Manager, Singapore Government
Adaface Situational Judgement Test will be customized to accurately evaluate on-the-job skills required for your role.
This assessment test is useful when you are hiring candidates for roles like - Graduates, Freshers, Managers, Data Analyst, System Admin, Front-office roles.
The Situational Judgement Test helps recruiters and hiring managers to 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 expensive engineering time by filtering out unqualified candidates.
The Adaface Situational Judgement Test (SJT) is used by recruiters to screen candidates based on the below-listed competencies:
Entry-level competencies are reflective of the type of skills and abilities that graduate-level employees can showcase in an organization. This includes:
Managerial-level competencies are required for executive and leadership roles where candidates are expected to possess strategic thinking and leadership skills, which are not required for graduate-level employees. This includes:
Based on the type of role being filled in, such as an HR manager or a customer service assistant, Situational Judgement Tests (SJTs) can be designed to screen applicants for an open position in the organization. Apart from what has been summarised in the above competencies, for such roles, competencies may include:
The insights generated from this assessment can be used by recruiters and hiring managers to identify the best candidates for the role. Anti-cheating features enable you to be comfortable with conducting assessments online. The Situational Judgement test is ideal for helping recruiters identify which candidates have the technical skills to do well on the job.
The Situational Judgement Test will consist of ~25 MCQs crafted by experts in Organizational Psychology. Use this Situational Judgement Online Quiz to streamline your hiring process.
Here is a list of topics (only for reference, actual topics and questions for your custom assessment will be chosen by our subject-matter experts based on your job description/ ideal employee persona).
You should expect ~20% of the candidates to do well on Adaface assessments.
The score distribution for our assessments follow the normal curve. This is a good sign- standardized tests like SAT and GRE follow the normal distribution (bell curve).
Status quo assessments typically have the exact opposite of the bell curve (too many candidates getting close to 0, too many candidates getting close to 100 and too few candidates in the middle). This is typically because they focus on theoretical questions or trick questions, which are very binary in nature- either you know the trick/ theory or you don’t.
(100% free to get started, no credit card required)
Every role is different and requires a custom assessment to identify top candidates efficiently. Adaface subject matter experts understand your job description/ role requirements and pick the most relevant questions from our library of 10000+ questions to create a technical assessment that helps you find the qualified candidates in your candidate pipeline quickly. All custom assessments are set up based on the job description, role requirements, must-have skills, experience level and salary range within a maximum of 48 hours and you will get an email notification once it goes live.
Check out a sample assessment here (no credit card required).
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We believe that status quo tech assessment platforms are not a fair way for companies to evaluate engineers because they focus on trick questions/ puzzles/ niche algorithms. We started Adaface to help companies find great engineers by assessing on-the-job skills required for a role. Read more about why we started Adaface.
Here's what's different with Adaface:
We have the following anti-cheating features in place:
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. As in an assessment is optimizing 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 60%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
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.
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 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.
No. Unfortunately, we do not support practice tests at the moment.
You can check out our pricing plans here.
You can sign up for free and check out the platform here. The dashboard has a sample assessment for you to review the quality of questions and check out the candidate experience of a chat based assessment. Since our questions are premium, we are unable to share sample questions for a particular skill/ technology. You can also review our sample public questions here.
Check out our quick guide on requesting a custom assessment here.
Situational Judgement Tests, abbreviated as SJTs and also known as Situational Judgement Questionnaires, are a type of psychometric test that recruiters often use to assess job applicants based on their approaches towards work-related situations.
SJTs consists of a series of hypothetical workplace scenarios that the candidate might encounter in the role for which they are applying. There are no right or wrong responses in SJTs. The responses for SJTs are reflective of each candidate’s thinking skills and decision-making abilities.
A Situational Judgement Test is usually taken via a computer, making it easier for recruiters to assess a high volume of applicants, results of which are automatically generated and sent to the employer. SJTs are useful for screening candidates based on their soft skills and non-academic competencies.
1. Choose the most appropriate
test for your role
2. Start inviting candidates to
complete the assessment
3. Receive real time
notifications and shortlist the best candidates
1. Get a custom assessment from
our library of 700+ skills within 48 hours
2. Start inviting candidates to
complete the assesment
Conversational assessments are the most candidate friendly way to get insights into a candidate's on-the-job skills and suitability for a role, while providing for a delightful candidate experience. Candidates love conversational assessments because they are fast, intuitive and feel like an interview rather than a test.
Tired of traditional assessments with trick questions and low completion rates?
Adaface conversational assessments are reflective of on-the-job skills and see an 86% completion rate as compared to ~50% for traditional assessment platforms.
The best practices for implmenting pre-employment testing in your company.
We evaluated several of their competitors and found Adaface to be the most compelling. Great default library of questions that are designed to test for fit rather than memorization of algorithms.
(100% free to get started, no credit card required)
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